Skip to main content

Full text of "Notice of proposed classification actions by the Human Resources Director"

See other formats


3 1223 06447 6774 



^ OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 



^ Notice No.: N002-00/01 
* Posting Date : 7/11/00 

(following actions are being posted in accordance with Rule 9.6. In the absence of requests to meet addressed 
|e Human Resources Director, the proposed changes will become final seven (7) calendar days from the posting 



NO. 



RETITLE AND AMEND THE FOLLOWING JOB SPECIFICATION: 



[00/01 From: 8166 Workers' Compensation Supervisor II 

To: 8166 Workers' Compensation Claims Manager 
(Draft job specification attached) 

additional information regarding the preceding proposed action, please contact Candy Heurlin, 557-4846. 

NO AMEND THE FOT .1 OWING JOB SPECIFICATIONS: 

5 /s ' 



incisco Public Library 

lemment Information Center 
1 Francisco Public Library 
Larkin Street, 5th Floor 
| Francisco, CA 94102 

RENCE BOOK 

taken from the library 



ons attached) 

the preceding proposed actions, please contact^ Ana Borjft^aW^, Wfe^l 1. 

OWING JOB SPECIFICATIONS: 

Engineer JUL 1 3 £-^0 

.SAN FRANCIS/ 
PUBLIC LIBF 

the preceding proposed actions, please contact Bette Thomas, 557-4937. 



rvisor I 

ions attached) 



END THE FOLLOWING JOB SPECIFICATION: 

nt to the Director, Bureau of Community Affairs 
nt to the Director, Public Affairs 
tion attached) 



BUDGETED CLASS 
& YEAR END RATE 



PROPOSED CLASS 
& YEAR END RATE 



9254 Asst. to the Dir., Public Affairs 
Sch. 64.50 S2124B2582 



SAME 



[additional information regarding the preceding proposed actions, please contact Karen Taylor, 557-4872. 

|uests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San 
icisco, CA 94103. All requests must be received in writing no later than close of business seven (7) calendar 
s from the posting date, and must state the reason the item is being protested. FAX'd copies will not be 
;pted as timely. Copies of this notice may be obtained from the Information Center, 1st Floor, 44 Gough 
let. 



Ted Yamasaki, DHR 
Rod Auyang, DPH 
Pat Pendergast, PUC 
Larry Williams, DPT 
Donna Marion, LIB 
Kathy Mallegni, PRT 
John Marquez, DBI 
Terry Daniel, REC 
James Horan, DPW 



Rafael Centeno, AIR 

Local 21 

Local 790 

Bay County Carpenters 

MEA 

Kate Favetti, CSC 

Harvey Rose, Budget Analyst 

Geoff Rothman, ERD 

Janet Bosnich, ERD 



Janet Rogers, ERD 
Maria Monsor, ERD 
Pat Pon, DHR 
Vernon Nulph, DHR 
MSS Team Leaders 
DHR Support Services 
File 
02pont00 



•V"- 



■ »•, ■ 



■ ..',:*'■'*••-' 



fe'i«R&flP! 



NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 

*"°%' , Notice No.: N002-00/01 

),/ 00 " Posting Date : 7/11/00 

The following actions are being posted in accordance with Rule 9.6. In the absence of requests to meet addressed 
to the Human Resources Director, the proposed changes will become final seven (7) calendar days from the posting 
date. 

ITEM NO. RETITLE AND AMEND THE FOLLOWING JOB SPECIFICATION: 

002-00/01 From: 8166 Workers' Compensation Supervisor II 

To: 8166 Workers' Compensation Claims Manager 
(Draft job specification attached) 

For additional information regarding the preceding proposed action, please contact Candy Heurlin, 557-4846. 

ITEM NO. AMEND THE FOLLOWING JOB SPECIFICATIONS: 

003-00/01 2624 Dietitian 

004-00/0 1 74 1 6 Book Repairer 

(Draft job specifications attached) 

For additional information regarding the preceding proposed actions, please contact, Ana Borj&Afolflha Hfe£81 1 . 

ITEM NO. AMEND THE FOLLOWING JOB SPECIFICATIONS: 

004-00/01 5214 Building Plans Engineer JUL 1 3 2CG0 

005-00/01 7226 Carpenter Supervisor I /SAN FRANCIS' 

(Draft job specifications attached) p, |p. ip , ipp 

For additional information regarding the preceding proposed actions, please contact Bette Thomas, 557-4937. 

ITEM NO. RETITLE AND AMEND THE FOLLOWING JOB SPECIFICATION: 

006-00/01 From: 9254 Assistant to the Director, Bureau of Community Affairs 

To: 9254 Assistant to the Director, Public Affairs 
(Draft class specification attached) 

NO. BUDGETED CLASS PROPOSED CLASS 

ITEM NO. DEPT/DIV POS. & YEAR END RATE & YEAR END RATE 

007-00/01 AIR 27 1.00 9254 Asst. to the Dir., Public Affairs SAME 

BGF5AAAAAAA Sch. 64.50 S2124B2582 

For additional information regarding the preceding proposed actions, please contact Karen Taylor, 557-4872. 

Requests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San 
Francisco, CA 94103. All requests must be received in writing no later than close of business seven (7) calendar 
days from the posting date, and must state the reason the item is being protested. FAX'd copies will not be 
accepted as timely. Copies of this notice may be obtained from the Information Center, 1st Floor, 44 Gough 
Street. 

cc: Ted Yamasaki, DHR Rafael Centeno, AIR Janet Rogers, ERD 

Rod Auyang, DPH Local 21 Maria Monsor, ERD 

Pat Pendergast, PUC Local 790 Pat Pon, DHR 

Larry Williams, DPT Bay County Carpenters Vemon Nulph, DHR 

Donna Marion, LIB MEA MSS Team Leaders 

Kathy Mallegni, PRT Kate Favetti, CSC DHR Support Services 

John Marquez, DBI Harvey Rose, Budget Analyst File 

Terry Daniel, REC Geoff Rothman, ERD 02pont00 

James Horan, DPW Janet Bosnich, ERD 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

CLASS TITLE: WORKER'S COMPENSATION CLAIMS MANAGER CODE: 8166 

Business Unit: COMMN 

DEFINITION: Under administrative direction, functions as the claims manager in administration 
of the City and County's Self-Insured Worker's Compensation program; manages the review, 
analysis, investigation and settlement of worker's compensation claims; coordinates with other 
managers in the Worker's Compensation Division on financial, reporting, safety and prevention 
matters; serves as head of the Division in absence of the Deputy Director; is responsible for 
quality assurance and performance monitoring of the third party administrator. 

DISTINGUISHING FEATURES: 

This class is the second-level supervisor in the Worker's Compensation Division of the 
Department of Human Resources and is responsible for directing, through Worker's 
Compensation Supervisor I's, the activities of several claims processing units. The Worker's 
Compensation Claims Manager class is distinguished from the next higher level, Deputy 
Director, in that the latter class directs all activities of the Worker's Compensation Program. 

SUPERVISION EXERCISED: Incumbents direct, through subordinate supervisors, the activities 
of several claims processing units. 

EXAMPLES OF DUTIES: 

According to Civil Service Commission Rule 9, the duties specified below are representative of 
the range of duties assigned to this job code and are not intended to be an inclusive list. 

1 . Directs, through subordinate supervisors, the work of employees engaged in handling 
worker's compensation cases. 

2. Directs strategic planning activities with emphasis on a seamless operation with the third 
party administrator, safety and prevention, cost containment, rigorous analysis of Worker's 
Compensation data, and effective reporting to departments. 

3. Develops appropriate claim reserving and settlement evaluation guidelines in coordination 
with the Deputy Director and the finance manager; monitors claims handling on cases with 
reserves exceeding $150,000 and participates in settlement evaluations. 

4. Ensures appropriate coordination, through Medical Coordinator, with nurse case managers, 
regarding disability management techniques and implementation of medical protocols. 

5. Develops and implements best practice standards and measurement tools to monitor 
efficiency and effectiveness for worker's compensation claims management of City workers; 
sets standards for TPA claims management and monitors performance against these 
standards. 

6. Assesses and implements technological applications to streamline processes and achieve 
maximum operating efficiency. 

7. Ensures appropriate staffing and training of staff for the claims management function. 

8. Evaluates high cost settlements, appeals and any precedent setting litigation; coordinates 
with upper management and City Attorney's Office regarding these claims and develops 
practices and standards for litigation support. 






CLASS TITLE: WORKER'S COMPENSATION CLAIMS MANAGER CODE: 81 66 

Business Unit: COMMN 



9. Evaluates the impact of pending legislation on CCSF claims operations and worker's 
compensation expenditures; keeps abreast of Worker's Compensation statutes and case 
law to maintain compliance with the Labor Code. 

10. Utilizes automated risk and claims management information systems for analytical and 
reporting purposes. 

1 1 . Performs related duties and responsibilities as required. 

JOB RELATED AND ESSENTIAL QUALIFICATIONS: 

Knowledge of: California worker's compensation law and related codes, rules, provisions 
and regulations;the rating system for disability injuries used by the Division of Industrial 
Accidents; the basis for acceptance or rejection of workers' compensation claims against the 
City and County as well as reserving and settlement approaches. 

Ability to: develop and implement new programs and to evaluate their effectiveness in terms 
of meeting the Worker's Compensation Program objectives; supervise, train and motivate staff 
as well as to conduct performance appraisals, develop performance improvement plans as 
needed, and appropriately apply disciplinary measures; analyze and resolve problems related to 
the management of the Worker's Compensation program, and anticipate problems that might 
result from legislative and collective bargaining changes; prioritize a variety of problems and 
meet deadlines; effectively communicate orally with staff, management, policy makers and 
outside organizations, including making oral presentations; communicate clearly and effectively 
in writing; utilize claims and risk management information systems proficiently. 

EXPERIENCE AND TRAINING GUIDELINES. 

1. Possession of a baccalaureate degree from an accredited college or university; AND 

2. Six years of journey level experience, or above, in managing, determining compensability, 
authorizing benefits, reviewing, evaluating, investigating and processing worker's 
compensation claims and reports, under the State of California Labor Code; two of the years 
must have included supervising employees performing the above; AND 

3. Possession of the Self Insurance Administrator Competency certificate issued by the State 
Department of Industrial Relations - Self Insurance Plans; AND 

4. Ability to use claims and risk management information systems proficiently. 

AMENDED: 3/10/86 
AMENDED AND RETITLED: 

Reason for amendment: To accurately reflect the current tasks, knowledge, skills and abilities 
defined in the most recent job analysis conducted for this job code. 



3 1223 06447 6774 



• 



CITY AND COUNTY OF SAN FRANCISCO 
SAN FRANCISCO DEPARTMENT OF HUMAN RESOURCES 



JOB CODE TITLE: DIETITIAN JOB CODE: 2624 

Business Unit: COMMN 

Definition: 



Under general supervision, develops and plans special diets for patients and residents. Essential 
duties include: consults with physicians, nursing staff and other health care providers regarding 
nutritional care of patients; assesses patients' nutritional status and nutritional needs; instructs 
patients on diets verbally and in writing; develops educational materials and teaching programs; 
develops and plans nutritionally balanced diets and assists in the formulation of menus for 
patients; provides in-service training to nursing, hospital staff, patients and community programs; 
assists in developing and implementing Nutrition Services policies and procedures, clinical 
nutrition protocols, standards of care and programs relating to safety, sanitation, infection control 
and preventive maintenance; and may provide clinical oversight to job code 2622 Dietitian 
Technician and job code 2606 Senior Food Service Worker. 

Distinguishing Features: 

This job code is distinguished from job code 2626 Chief Dietitian in that job code 2626 Chief 
Dietitian works under direction, supervises job code 2624 Dietitian and ancillary personnel, and 
may be responsible for the development and planning of special diets for patients, and requires 
five years of administrative and dietetic experience in a large hospital or similar institution. Job 
code 2624 Dietitian is distinguished from job code 2622 Dietitian Technician in that the former 
assesses patient/resident nutritional status, is a Registered Dietitian with the American Dietetic 
Association, whereas job code 2622 Dietitian Technician provides paraprofessional clinical 
assistance to job code 2624 Dietitian. 

Supervision Exercised: No supervision required. 

Examples of Important and Essential Duties: 

1 . Consults with physicians, nurses and other health care providers regarding the nutritional 
needs of patients. 

2. Prepares nutritional assessments and develops nutritional care plans by reading and 
interpreting the medical charts and observations; interviewing and conferring with patients, 
family and medical staff when appropriate. 

3 . Instructs patients on diets verbally and with written material concerning their nutritional 
needs. 

4. Develops and plans nutritionally balanced diets and assists in the formulation of menus for 
patients in accordance with physicians' prescription, e.g., electrolyte, protein, calorie control, 
puree and mechanical soft; monitors patient consumption. 

5. Instructs food and nutritional service staff as well as medical staff in principles of nutrition 
and food service including providing in-service training to nursing, hospital staff, patients 
and community programs. 

6. May ensure proper sanitation and safety is maintained per regulatory and departmental 
procedures by performing daily physical inspection of equipment, work environment to 
ensure compliance with local, State and Federal regulatory standards for nutritional care. 



JOB CODE TITLE: DIETITIAN JOB CODE: 2624 

BaslacnUnH: COMMN 

7. May monitor food preparation and tray line service by visually inspecting food, conducting 
temperature and taste tests, insuring portion control and tray line accuracy and ensures 
compliance with local, State and Federal regulatory standards for nutritional care. 

8. Performs related duties as required. 

Job Related and Essential Qualifications: 

Knowledge of: preparation of special, enteral, parenteral and general diet for patients; pertinent 

laws and codes; techniques and procedures for sanitation; principles of diet therapy; medical 

terminology. 

Ability to: communicate effectively orally and in writing; work in a diverse environment; 
supervise and inspect the work of subordinates engaged in the food service operations of a large 
institutional food service operation. 

Training and Experience: 

Education: Possession of a Baccalaureate Degree from an accredited college or university with 

major coursework in Dietetics or Nutrition; and 

Current valid registration with the American Dietetic Association; or 

Proof of acceptance for admission to the next scheduled examination for Registered Dietitian by 
the American Dietetic Association. 

Experience and Training Guidelines: 

AMENDED: 

REASON FOR AMENDMENT OF THE CLASS: To accurately reflect the current tasks, 
knowledge, skills and abilities defined in the most recent job analysis conducted for this job 
code. 



*wg*p*?r. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: BOOK REPAIRER JOB CODE: 7416 

Business Unit: COMMN 
Definition: 

Under general supervision, the Book Repairer performs conservation treatments on books and library 
materials, which consist of the binding, repair, maintenance and processing of public library books and 
other printed materials. The essential functions of this job include: performing hinge repairs; tightening, 
recasing, rebacking and resewing; performing textblock treatments; paper repairs, tipping pages or errata, 
hinging in pages, plates and foldouts; hinging or inserting pockets, reference plates and barcodes; 
photocopying replacement leaves; pamphlet binding of thin materials; replacing mylar jackets; maintaining 
and recording statistics of treatments; recognizing rare or highly valuable materials; maintaining sufficient 
tools and individual supplies which are essential for work; answering queries from staff and outside callers 
and making appropriate referrals. This position may also be responsible for performing air drying of wet 
library materials; assisting in disaster response; sorting incoming materials and specifying appropriate 
treatment; pulling damaged materials from stacks; and performing other duties as assigned. 

Distinguishing Features: This job code is distinguished from the 7418 Senior Book Repairer in that 
assignments in the higher job code are more complex in nature and/or specialized and include supervisory 
duties. 

Supervision Exercised: None. 

Examples of Important and Essential Duties: 

According to Civil Service Commission Rule 9, the duties specified below are representative of the range 
of duties assigned to this class and are not intended to be an inclusive list. 

1. Binding hinge repairs, tightening hinges, half hinges, new endsheet and/or super, rebacking recasing; 
sewing text blocks, repair of broken sewing, sewing or wire stitching pamphlets into appropriate 
binders. 

2. Tipping in missing pages, hinging in pages or maps, fold-out, hinging or tipping in pockets, inserting 
reference plates, barcodes or any necessary plates. 

3. Repairing paper using paste and/or paste with Japanese tissue. Flattening paper, guarding folds, 
attaching hinges, removing tape, refolding map charts, making fold outs using Fusion 4000 and a 
tacking iron; cleaning soiled or pencil marked paper and repairing jacket covers including replacing 
soiled or torn mylar jackets. 

4. Maintaining and recording statistics of treatments. 

5. Taping edges for temporary repairs; reinforcing spine or fore edge of heavily used children's or 
paperback books. 

6. Lab Maintenance includes maintaining and keeping sufficient tools/supplies on hand which are 
essential for work. 

7. Disaster response includes air drying wet library materials and assisting in response to damage of 
materials as needed/instructed. 

8. Answering queries from staff and outside callers and making appropriate referrals if needed. 

9. Photocopying and tipping in missing pages of books and other printed material. 

10. Inputting and retrieving data from a computer. 

1 1 . Performs other duties as assigned. 



JOB CODE TITLE: BOOK REPAIRER JOB CODE: 7416 

Business Unit: COMMN 

Job Related and Essential Qualifications : 

Knowledge of: the purpose, use and care of the tools and materials used in book repair; methods and 

procedures used to bind, repair and restore books and other printed materials; handling papers and proper 

storage of a variety of books, maps, sheet music and other related objects; chemical responses and harmful 

irritants. 

Ability to: perform exacting hand work; assess damage and make responsible decisions; recognize 
historical or monetary value of books or other printed materials; manage time and prioritize projects; 
communicate clearly and effectively orally and in writing with staff, supervisors and other departmental 
personnel. 

Training and Experience Guidelines: 
Training and Experience: 

Two (2) years of experience in hand binding, book repair and conservation of books and similar printed 

materials; AND 

Ability to lift and move 30 pounds. 

Substitution: 



College level course work in book binding or book restoration may be substituted for the required experience 
on a year-for-year basis (30 semester units/45 quarter units equal one year of experience). AND/OR 
One (1) year of formal training through an apprenticeship or internship in bookbinding or conservation also 
may be substituted for one year of the required experience. 



ADOPTED: 1/12/61 

AMENDED: 

Reason for Amendment: To accurately reflect the current tasks, knowledge, skills and abilities defined in 
the most recent job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: BUILDING PLANS ENGINEER JOB CODE: 5214 

Business Unit: COMMN 

Definition: Under general administrative direction, manages the activities of the professional plan check 
personnel engaged in the review of the building construction and modification plans. The Building Plans 
Engineer directs, supervises and monitors the work of plan checkers and engineers who are involved with the 
review of plans, specifications and calculations prepared by architects, engineers and contractors and others in 
order to assure fire safety, energy conservation, disabled access and mechanical design (HVAC, smoke control) 
in conformance with applicable city, state and federal codes. The incumbent is also responsible for interpreting 
building code requirements; reviewing applications for materials substitutions; making field inspections, 
advising inspection personnel on acceptable engineering/construction practices, structural details, uses of 
materials and related building construction problems; and performing related duties as required. 

Distinguishing Features: The Building Plans Engineer functions at the advanced -journey -level. Incumbents 
in this job code confer with engineers, architects and applicants on building code requirements and review and 
report on applications for complex alterations and new construction for permits for buildings and structures. 

Supervision Exercised: 

Job code 5214 may be assigned supervisory responsibilities over plan check personnel and engineers. 

Examples of Important and Essential Duties: According to Civil Service Commission Rule 9, the duties 
specified below are representative of the range of duties assigned to this job code and are not intended to be an 
inclusive list. 

1. Directs plan checkers and engineers in the review of plans, calculations and specifications prepared by 
engineers, architects and contractors to assure fire safety, architectural safety, energy conservation, 
handicapped access, mechanical design (HVAC, smoke control) in conformance with applicable city, state 
and federal codes. 

2. Reviews and reports on applications for complex alterations and new construction permits for buildings and 
structures. 

3. Confers with engineers, architects and applicants in connection with application review, preliminary 
planning or solution of technical problems relating to applicable building code requirements. 

4. Interprets building code requirements relating to fire and architectural safety, mechanical design, energy 
conservation and disabled access to buildings. 

5. Reviews applications for materials substitution and new construction methods and makes recommendations 

thereon. 

6. Makes field inspections of structural failures (including earthquake-damaged buildings) complex 
construction and related field problems and makes recommendations for resolution of structural failures. 

7. Advises inspection personnel on acceptable engineering/construction practices, structural details, uses of 
materials and related building construction problems. 

8. Supervises and monitors the workload and productivity of plan checking staff. 



■ 



JOB CODE TITLE: BUILDING PLANS ENGINEER JOB CODE: 5214 

Business Unit: COMMN 

Job Related and Essential Qualifications: 

Knowledge of: principles and practices of civil and architectural engineering as applied to the alteration and 
construction of buildings and structures; modern engineering building methods; strength and uses of building 
construction materials; architectural safety; engineering features of building construction problems and 
applications of architectural and engineering techniques to practical building design and construction problems. 

Ability to: plan, prioritize, assign, coordinate, direct, train and evaluate the activities of subordinate personnel 
engaged in plan checking activities, including the design and preparation of building construction plans with the 
review of such plans for conformance with applicable laws; direct subordinates' performance to maximize and 
maintain a positive and productive workflow; structure the work environment; delegate work assignments; 
interact tactfully and courteously with engineers, architects, plan checkers, contractors, building owners; speak 
in a clear, concise, organized, relevant and understandable manner; write effectively. 

Skill to: apply structural engineering techniques to practical building construction problems. 

Experience and Training Guidelines: 

1 . Six (6) years of verifiable professional experience as an engineer or architect, including at least two (2) 
years of which are equivalent to a 5208 Civil Engineer or Class 5268 Architect with the City and County of 
San Francisco and including a minimum of two (2) years building construction experience in the areas of 
construction, design, inspection or plan checking; AND 

2. Possession of a valid California License as a Civil Engineer and/or Architect (submit copy with application); 
AND 

3. Possession of a valid California Driver License (to be presented at the time of appointment). 

License: Possession of a valid California License as a Civil Engineer and/or Architect. 
Effective: 1/21/61 

Amended and Retitled: 



Reason for Amendment: To accurately reflect the current tasks, knowledge, skills and abilities defined in the 
most recent job analysis conducted for this job code. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: Carpenter Supervisor I JOB CODE: 7226 

Business Unit: COMMN 
DEFINITION : 

Under general direction, Carpenter Supervisor I supervises the activities of carpenters and other craft workers engaged in the 
maintenance and repair of city structures, historic buildings, installations, facilities and equipment, including transit equipment, 
both in shops and on-site. 

DISTINGUISHING FEATURES: 

The 7226 Carpenter Supervisor I is the first supervisory level in the Carpenter series. It is distinguished from the Carpenter by 
its supervisory responsibility. It is distinguished from the 7272 Carpenter Supervisor II in that the latter supervises the former. 

SUPERVISION EXERCISED : Exercises supervision over 7344 Carpenters and other craft workers. 

EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES: 

According to the Civil Service Commission Rule 9, the duties specified below are representative of the range of duties 
assigned to the 7226 Carpenter Supervisor I and are not intended to be an inclusive list. 

1. Plans and prioritizes work schedules on a continuous basis according to production targets; assigns and directs the work of 
carpenters and others on maintenance and repair projects; schedules and coordinates work with other crafts and 
departments. 

2. Makes estimates of time and materials on requested work orders for repairs and maintenance. 

3. Inspects work in progress and upon completion inspects for quality and adherence to specifications; develops work 
schedules and plans. 

4. Requisitions materials and equipment; justifies and estimates future equipment and material needs. 

5. Records hours worked and makes required reports. 

6. Instructs employees in the safe operation of shop equipment and assures adherence to safe work practices; administers 
Injury and Illness Prevention Program (IIPP). 

7. Assists in the development, motivation and advancement of subordinates through training and effective use of employee 
development programs; administers performance appraisals; resolves employee problems; assures adherence to shop rules, 
policies, etc. 

8. Works in conjunction with support staffs, including engineers, architects and other technical experts to coordinate work 
plans; makes regular contacts with other departments, outside organizations and the general public. 

9. Performs related duties as required. 

JOB RELATED AND ESSENTIAL QUALIFICATIONS: 

Knowledge of: building codes and ordinances, tools, materials, equipment and labor used in building maintenance and repair 
work, and safety practices. 

Skills in: supervision, written and oral communication, human relations, planning and organizing. 

EXPERIENCE AND TRAINING GUD3ELINES: 

Experience: 

Six years of verifiable experience as a journey-level carpenter. 

Training and Experience: 

Completion of a four year carpenter apprenticeship program plus four years of journey-level carpenter experience (experience, 
as a carpenter's helper is NOT qualifying); 

Licence: 

Possession of a valid California driver's license. 



JOB CODE TITLE: CARPENTER SUPERVISOR I CLASS CODE: 7226 

SPECIAL REQUIREMENTS : 

Some positions may require mandatory overtime and/or working swing or graveyard shifts. 

Effective date: 2/23/61 

Amended date: 

Reason for Amendment: To accurately reflect the current tasks, knowledge, skills and abilities defined in the most 

recent job analysis conducted for this job code. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: ASSISTANT TO THE DIRECTOR, PUBLIC AFFAniS JOB CODE: 9254 

Business Unit: COMMN 

DEFINITION: 



Under general direction, positions in this class are responsible for the planning, implementation and coordination of 
the San Francisco International Airport's Public Affairs program to accomplish broad public awareness, 
understanding and support for Airport policies and programs, including establishing communication strategies 
through various mediums (i.e., electronic and/or print media). 

DISTINGUISHING FEATURES: 



Positions in this class serve as assistants to the Deputy Airport Director or other high-level managers in the Public 
Affairs office in the development of a comprehensive public, community, and corporate relations program for the 
Airport. Incumbents in this class research and make recommendations on issues related to the Airport, tenants, 
public relations, and community; organize and coordinate special events; prepare drafts and designs of news 
releases, articles and reports for the Airport in print and/or electronic forms; maintain information content to ensure 
timeliness, accuracy, and integrity as well as uniformity in the overall audio/visual presentation of the Airport 
website. May manage the daily operations of sections within the Public Affairs' Office, including budgeting, 
maintenance of records. May supervise subordinate staff. 

SUPERVISION EXERCISED: 



Positions in this class manage projects assigned by the Deputy Director of Public Affairs. Incumbents provide 
oversight and direction to professional, technical and/or clerical staff members assigned to project teams. 

EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES: 



According to Civil Service Commission Rule 9, the duties specified below are representative of the range of duties 
assigned to this class and are not intended to be an inclusive list. 

1. Researches and analyzes airport and airline industry practices and procedures, pertinent legislation, and issues 
dealing with the community and passenger service; prepares proposals for improvements related to community 
interests and issues. 

2. Maintains and monitors consistency in creative direction and content of the Airport's website; works with 
technical support staff to ensure functionality of the site; prepares management and administrative reports 
relating to trends, site usage, improvements; assists in policy development and long-range planning and 
development and implementation of projects for the Airport website. 

3. Monitors and coordinates section budgets; manages and administers Public Affairs contracts, including 
ensuring that Airport Commission, Human Rights Commission, Civil Service Commission, and consultant 
documentation, such as invoices, contracts, are in compliance with a City Contract procedures and 
requirements; ensures that contractors meet project deadlines and service delivery specifications or 
commitments; manages Public Affairs consultants and informational service contracts. 

4. Serves as liaison between Airport staff, community groups, legislative bodies and the media providing accurate 
public, corporate, and community information; manages crises communications; represents the Director of 
Community Affairs in his/her absence at various community, organizational, governmental meetings; and 
manages daily office operation as required. 

5. Monitors Airport information on projects and special events with the goal of developing and maintaining 
positive community relations; works with Airport sections to coordinate informational activities, especially 
those concerned with noise monitoring and abatement, new runway configuration, and construction projects in 



■ ■ ■ 



JOB CODE TITLE: ASSISTANT TO THE DIRECTOR, PUBLIC AFFADAS JOB CODE: 9254 

Business Unit: COMMN 

relation to the Master Plan Information Program; designs and implements promotion activities on the website; 
manages and schedules Airport's Tour Program; and oversees VIP movements. 

6. Prepares and issues press releases and articles concerning the Airport's role in the community, current issues 
and relevant legislation through various mediums; maintains consistency in the website and print material 
design; responds to complaints or request for information. 

7. Develops and coordinates a system for communication with website end-users to ensure site interactivity 
reflects the Airport's commitment to customer service; conducts site and user- interface analysis to identify 
trends in site traffic for potential site design improvements; maintains the security of the website, and ensures 
hyperlinks are refreshed and updated. 

JOB RELATED AND ESSENTIAL QUALPJICATIONS: 

Knowledge of: air and surface transportation concepts, land use planning, public process, local/regional 
government and environmental issues, public sector business and administrative practices; federal funding and 
regulation; basic standard web-based technologies (i.e.. internet security and firewall systems), server 
administration, network operating systems and platforms; the relationship between corporate strategy and 
information systems; strengths and limitations of current web-based technologies; principles and techniques of 
planning and implementing a community relations program; policies, procedures and operation of the Airport, 
including noise abatement practices and laws. 

Ability to: work with the public, airline industry, governmental agencies, and community organizations in tactful, 
diplomatic manner; manage projects to achieve established goals; effectively solve problems with concept and 
implementation of website designs. 

Skill in: oral communication in public forums and mass media; performing analytical research and preparing clear, 
concise reports, including technical information for website; presenting information effectively to the news media; 
representing the Airport before groups and organizations; resolving customer/end-user complaints. 

Experience And Training Guidelines: 

Experience: Four years of progressively responsible experience in Public Affairs, Community Relations or a 
related field which involves primary duties in public speaking, media contact and writing or editing articles, 
newsletters and/or press releases. 

Training: Possession of a Bachelor of Arts or Science Degree in Journalism, Communications, Public 
Administration, Business, or a related field from an accredited college or university. 

License or Certificate: Possession of a valid driver's license. 

Special Requirements: Incumbents in this class must work on on-call assignments, which involve around-the- 
clock, weekend and holiday work. Due to the nature of this work, mandatory overtime is required. 

Effective Date: 6/19/89 
Amended Date: 

Reason for Amendment: To broaden the classification to accurately reflect the current tasks, and knowledge, 
skills and abilities identified for this job class. 



NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 

^ Notice No.: N065-00/0I 
^Posting Date : 6/12/01 



The following actions are being posted in accordance with Rule 109. In the absence of requests to meet 
j c . addressed to the^uman Resources Director, the proposed changes will become final seven (7) calendar days 
from the posting date. 



ITEM NO. 



ESTABLISH THE FOLLOWING NEW JOB CODES: 



873-00/0 1 095 1 Deputy Director I 

874-00/0 1 0952 Deputy Director II 

875-00/01 0953 Deputy Director III 

8 76-00/0 1 0954 Deputy Director IV 

877-00/0 1 0955 Deputy Director V 

878-00/01 0961 Department Head I 

879-00/01 0962 Department Head II 

8 80-00/0 1 0963 Department Head III 

881-00/01 0964 Department Head IV 

882-00/0 1 0965 Department Head V 

883-00/01 0911 Manager I 

884-00/01 0912 Manager II 

885-00/01 0913 Manager m 

8 86-00/0 1 092 1 Manager IV 

887-00/01 0922 Manager V 

888-00/01 0923 Manager VI 

889-00/01 0931 Manager Vn 

890-00/0 1 0932 Manager VIE 

891-00/01 0933 Manager DC 

892-00/0 1 094 1 Manager X 

893-00/01 0942 Manager XI 

894-00/0 1 0943 Manager XJJ 



DOCUMENTS DEPT. 

JUN 1 4 2001 

,SAN FRANCISCO 
PUBLIC LIBRARY 



(Draft job specifications attached) 

For further information regarding the preceding proposed actions, please contact Robert Pritchard, 557-4806. 

Requests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San 
Francisco, CA 94103. All requests must be received in writing no later than close of business seven (7) 
calendar days from the posting date, and must state the reason the item is being protested. FAX'd copies will 
not be accepted as timely. Copies of this notice may be obtained from the Information Center, 1st Floor, 44 
Gough Street. 



All Departmental Personnel Officers 

MEA 

Kate Favetti, CSC 

Harvey Rose, Budget Analyst 

Geoff Rothman, ERD 

Janet Bosnich, ERD 

Janet Rogers, ERD 



Donna Marchuk. ERD 
Pat Pon, DHR 
Vernon Nulph, DHR 
MSS Team Leaders 
DHR Support Services 
File 



65pont00 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0961 DEPARTMENT HEAD I 

0962 DEPARTMENT HEAD II 

0963 DEPARTMENT HEAD III 

0964 DEPARTMENT HEAD IV 

0965 DEPARTMENT HEAD V 



Definition: 



Under broad policy direction, creates the mission and long-term vision of a city department or agency, 
based on effective responsiveness to the public and/or other client needs; oversees the development of 
strategic plans and interim goals; establishes policies and determines priorities; adjusts plans to respond 
to emerging and/or urgent issues; directs the allocation of resources to achieve timely outcomes and 
measurable goals within budget guidelines; as defined by Charter, serves as the appointing authority; 
and performs related duties as required. 

Distinguishing Features : 

Incumbents in these positions make policy decisions of critical impact affecting the City and assume 
ultimate responsibility for all programs and activities of the operating department. Positions in these job 
codes are exempt from Civil Service appointment (Charter Section 10.104), unless otherwise defined by 
Charter. Incumbents in these job codes generally serve at the pleasure of the Mayor or departmental 
Commission. 

Distinctions between levels in the Department Head job codes are generally based on, but are not limited 
to, the department's organizational complexity and size, nature and number of functions and programs, 
and classification level or types of positions managed. Consideration may also be given to any legally 
mandated minimum qualifications for a specific position. 

Classification Levels: 



0961 This class level has the responsibility for the direction of the smallest-sized City 
Department (guide: less than 60 employees). 

0962 This class level has the responsibility for the direction of a small-sized City Department 
(guide: 60-175 employees). 

0963 This class level has the responsibility for the direction of a medium-sized City 
Department (guide: 175-800 employees) or for the direction of a central Department with 
functions impacting employees in all departments and special districts. 

0964 This class level has responsibility for the direction of a large City Department (guide: 
800-2000 employees), or for the direction of a central Department whose functions 
include providing direct public services and having a high impact on employees in all 
departments and special districts. 

0965 This class level has the responsibility for the direction of one of the largest City 

Departments (guide: over 2000 employees) with broad and complex service structures, 



including multiple and diverse divisions or bureaus or for the direction of a central 
Department whose functions involve direct public services and having the highest impact 
on employees in all departments and special districts. 

Examples of Important Duties and Responsibilities: 

1. Directs the development and timely implementation of departmental goals, policies, and strategic 
plans; manages the allocation of resources and service levels to meet client needs. 

2. Oversees the operation of all departmental functions, activities and programs; sets objectives and 
monitors the performance of subordinate staff engaged in defined activities. 

3. Determines the organizational structure, staff assignments, service levels and administrative systems 
required to accomplish a department's mission in an effective and efficient manner. 

4. Consults with the Mayor regarding department programs; coordinates activities with other City 
departments; represents a department before and /or provides information to commissions, boards, 
committees and representatives from federal, state, and local agencies organizations, or the media. 

5. Oversees financial long-term planning; directs the preparation and implementation of the 
department's annual budget; monitors expenditures to ensure adherence to the approved budget. 

Job Related and Essential Qualifications: 

Knowledge of: federal, state, and local rules and regulations pertaining to activities and programs of a 
specific department; modern management and financial principles and practices; and functional 
expertise associated with a department's mission. 

Ability to: provide strong leadership skills; direct deputy directors and other subordinate staff engaged 
in diverse activities; exercise administrative ingenuity, independent analysis, adaptability and judgement 
on highly specialized proposals with difficult, complicated choices of action; make recommendations 
and present them effectively to the Mayor, commissions, boards, committees, agencies, or the public; 
apply the principles and practices of public administration, financial and personnel management; clearly 
interpret all applicable laws, ordinances and codes; direct research, survey techniques and statistical 
methods; communicate effectively with, subordinates, other city employees, the general public, 
members of civic organizations or other agencies; and provide guidance to managers in a calm, effective 
manner during crisis situations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0951 DEPUTY DIRECTOR I 

0952 DEPUTY DIRECTOR II 

0953 DEPUTY DIRECTOR III 

0954 DEPUTY DIRECTOR IV 

0955 DEPUTY DIRECTOR V 



Definition: 



Under policy direction, plans, develops and implements all functions and activities of a division/bureau 
based on effective responsiveness to the public and/or other client needs; develops and implements 
policies, goals and objectives, and ensures the enforcement of all applicable laws, ordinances and 
regulations; and prepares and presents reports to Department Head and Commissions/Boards on 
activities, issues and needs of the division/bureau; and performs related duties as required. 

Distinguishing Features: 

Reporting to the Department Head, Deputy Directors function at the highest level of department 
management and are responsible for all functions and activities of a major division or area. Positions in 
this class are exempt from Civil Service appointment (Charter Section 10.104); appointment to Deputy 
Director positions are made by the department head and appointees serve at their discretion. 

Positions in this class provide executive direction for highly specialized professional functions within 
departments. Incumbents in these positions make decisions critically impacting diverse functions of the 
division/bureau; manage organizational changes; and provide direction to Division Managers 
responsible for major program areas. 

Deputy Directors within a single department may be allocated at different classification levels 
depending on scope and complexity of functions managed. Distinctions between class levels in the 
Deputy Director job codes are based on the program's complexity and size, organizational impact, 
nature and number of functions/programs managed, decision-making responsibility, level of supervision 
exercised, nature of positions supervised, and the nature and scope of duties assumed. 

Classification Levels: 



0951 This class level has the responsibility for the direction of a division in the smallest City 
Department (guide: less than 60 employees). 

0952 This class level has the responsibility for the direction of a division in a small City 
Department (guide: 60-175 employees). 

0953 This class level has responsibility for the direction of a division/bureau in a medium- 
sized City Department (guide: 175-800 employees) typically managing citywide 
functions or services. 

0954 This class level has responsibility for the direction of a major division/bureau in a large 
City Department (guide: 800-2000 employees) or for the direction of a central agency 



directing citywide functions. These major divisions/bureaus typically support broad and 
complex service structures. 

0955 This class level has responsibility for the direction of a major division/bureau of one of 

the largest City Departments (guide: over 2000 employees) and typically support broad 
and complex service structures. 

Examples of Important Duties and Responsibilities: 

1 . Directs the development and implementation of timely division/bureau goals, policies, and strategic 
plans; manages the allocation of resources and service levels to meet client needs. 

2. Oversees the operation of division/bureau functions, activities and programs; sets objectives and 
monitors the performance of subordinate staff engaged in defined activities. 

3. Monitors the organizational structure, staff assignments, service levels and administrative systems 
required to accomplish a department's mission and objectives in an effective and efficient manner; 
directs the identification and analysis of opportunities for service enhancements. 

4. Consults with the Mayor/Mayor's staff regarding the activities of the functional area assigned and 
coordinates with other City departments in addressing service needs; may represent the Department 
before or provide information to commissions, boards, committees and representatives from federal, 
state and local agencies, organizations, and the media. 

5. Directs the development and implementation of the operational budget; monitors expenditures to 
ensure adherence to the approved budget. 

Job Related and Essential Qualifications : 

Knowledge of: federal, state, and local rules and regulations pertaining to activities and functions of the 
specific department; modern management and financial principles and practices; and functional 
expertise associated with a department's mission. 

Ability to: provide strong leadership skills; direct subordinate staff engaged in diverse activities; 
exercise administrative ingenuity, independent analysis, adaptability and judgement on highly 
specialized proposals with difficult, complicated choices of action; make recommendations and present 
them effectively to the Mayor, commissions, boards, committees, other agencies and the public; apply 
the principles and practices of public administration, financial and personnel management; clearly 
interpret all applicable laws, ordinances and codes; direct research, survey techniques and statistical 
methods; communicate effectively with subordinates, other city employees, the general public, members 
of civic organizations, or other agencies; and provide guidance to managers in a calm, effective manner 
in crisis situations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 

Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0911 MANAGER I 



Definition: 

Under general direction, incumbents in this class manage unit(s) or program(s) of varying size and 
complexity. Incumbents in this class make decisions impacting the delegation and review of 
assignments within established policies. Judgment is required both in interpreting established policies, 
goals and objectives and in applying concepts, plans, and strategies. Incumbents function as members of 
management teams and assume programmatic budgetary responsibility and overall responsibility for 
organizing and directing the work of subordinate staff; and perform related duties as required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work versus planning and policy development 
activities. 

Incumbents in this class manage small unit(s)/program(s)which provide routine services of limited 
scope; typically make decisions which require some exercise of judgment; and manage public access to 
information or services. Inappropriate decisions negatively impact departmental service delivery. 
Managers at this level typically manage craft, clerical and technical employees and interact primarily 
with the work group, peer group and supervisor to answer questions and interpret standard procedures. 

This class is distinguished from Manager II class by the latter' s responsibility to manage medium/large 
unit(s)/program(s) that provide routine services of moderate scope. Incumbents in Manager II typically 
make decisions which require the determination of procedures to accomplish work processes. Manager 
II is also distinguished from Manager I, in that incumbents develop procedures affecting the provision 
and delivery of public services and resolution of problems involving some confidentiality, sensitivity or 
conflict. 

Supervision Exercised: 

Managers at this level typically manage craft, clerical and technical employees. 
Examples of Important and Essential Duties : 

1. Manages, plans, supervises, coordinates, trains and evaluates the activities of personnel and/or 
coordinates the delivery of services; develops performance measures; makes recommendations and 
manages productivity to improve operations and services; monitors the work of and coaches 
subordinates to improve performance. 

2. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 



3. Recommends budget and staffing plans for assigned unit/program; ensures compliance of unit/ 
program with relevant laws, and provisions of agreements. Participates in budget development by 
providing detailed justification and persuasive arguments for proposals or initiatives. 

4. Implements and closely monitors budget expenditures; provides executive management with an 
early warning and practical options to potential cost overruns. 

5. Assists in the identification, analysis and resolution of problems, issues and conflicts pertaining to 
the provision of services. 

6. Works with other managers and staff to evaluate and implement goals, responsibilities, policies and 
procedures of the unit/program, division and department; prepares and evaluates procedures 
appropriate to assigned unit/program; coordinates activities appropriate to procedures; provides 
appropriate training. 

7. Compiles and analyzes statistical data; makes presentations; prepares reports, memoranda and 
correspondence. 

8. Participates on various committees to evaluate and improve departmental services and functions; 
may serve as backup to supervisor. 

Job Related and Essential Qualifications: 

Knowledge of: management and administrative techniques applicable to operations in the area assigned; 
state and federal regulations appropriate to unit; budget development and administration; and personnel 
administration. 

Ability to: manage, administer and/or coordinate an operational unit; plan, coordinate and direct work 
of staff and consultants/contractors; analyze and report upon operating conditions and problems; 
recommend appropriate solutions; deal tactfully and effectively with governmental officials, personnel 
at all levels, and the general public; conduct analysis of operations and development plans as required; 
prepare and present comprehensive reports. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment : To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0912 MANAGER II 



Definition: 



Under general direction, incumbents in this class manage unit(s) or program(s) of varying size and 
complexity and make decisions impacting the delegation and review of assignments within established 
policies. Judgment is required both in interpreting established policies, goals and objectives and in 
applying concepts, plans, and strategies. Incumbents function as members of management teams and 
assume programmatic budgetary responsibility and overall responsibility for organizing and directing 
the work of subordinate staff; and perform related duties as required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work versus planning and policy development 
activities. 

Incumbents in this class manage medium/large unit(s)/program(s) that provide routine services of 
moderate scope and typically make decisions which require the determination of procedures to 
accomplish work processes. 

This class is distinguished from Manager I, in that incumbents develop procedures affecting the 
provision and delivery of public services and resolution of problems involving some confidentiality, 
sensitivity or conflict. It is also distinguished from the Manager I class by the latter's responsibility to 
manage small unit(s)/program(s)which provide routine services of limited scope. Incumbents typically 
make decisions which require some exercise of judgment and manage public access to information or 
services. Inappropriate decisions negatively impact departmental service delivery. Managers at the 
Manager I level typically manage craft, clerical and technical employees and interact primarily with the 
work group, peer group and supervisor to answer questions and interpret standard procedures. 

This class is further distinguished from the Manager III class by the latter's responsibility to manage 
complex unit(s)/program(s) providing complex/specialized services. Manager III is also distinguished 
from Manager II by broader contact with others at similar levels within the organization or 
external peers, general public and customers. 

Supervision Exercised: 

Incumbents in this class typically manage technical and/or professional employees 



Examples of Important and Essential Duties: 

1. Manages, plans, supervises, coordinates, trains and evaluates the activities of personnel and/or 
coordinates the delivery of services; develops performance measures; and manages productivity to 
improve operations and services; monitors the work of and coaches subordinates to improve 
performance. 

2. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

3. Recommends budget and staffing plans for assigned unit/program; ensures compliance of unit/ 
program with relevant laws, and provisions of agreements. Participates in budget development by 
providing detailed justification and persuasive arguments for proposals or initiatives. 

4. Implements and closely monitors budget expenditures; provides executive management with an 
early warning and practical options to potential cost overruns. 

5. Assists in the identification, analysis and resolution of problems, issues and conflicts pertaining to 
the provision of services. 

6. Works with other managers and staff to evaluate and implement goals, responsibilities, policies and 
procedures of the unit/program, division and department; prepares and evaluates procedures 
appropriate to assigned unit/program; coordinates activities appropriate to procedures; provides 
appropriate training. 

7. Compiles and analyzes statistical data; makes presentations; prepares reports, memoranda and 
correspondence. 

8. Participates on various committees to evaluate and improve departmental services and functions; 
may serve as backup to supervisor. 

Job Related and Essential Qualifications: 

Knowledge of: management and administrative techniques applicable to operations in the area assigned; 
state and federal regulations appropriate to unit; budget development and administration; and personnel 
administration. 

Ability to: manage, administer and/or coordinate an operational unit; plan, coordinate and direct work 
of staff and consultants/contractors; analyze and report upon operating conditions and problems; 
recommend appropriate solutions; deal tactfully and effectively with governmental officials, personnel 
at all levels, and the general public; conduct analysis of operations and development plans as required; 
prepare and present comprehensive reports. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0913 MANAGER III 



Definition: 



Under general direction, incumbents in this class manage unit(s) or program(s) of varying size and 
complexity. Incumbents in this class make decisions impacting the delegation and review of 
assignments within established policies. Judgment is required both in interpreting established policies, 
goals and objectives and in applying concepts, plans, and strategies. Incumbents function as members of 
management teams and assume programmatic budgetary responsibility and overall responsibility for 
organizing and directing the work of subordinate staff; and perform related duties as required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work versus planning and policy development 
activities. 

Incumbents in this class manage complex unit(s)/program(s) providing complex/specialized services. 
This class is distinguished from managers in Manager II by broader contact with others at similar levels 
within the organization or external peers, general public and customers. 

Manager III is also distinguished from the Manager II class by the latter's responsibility to manage 
medium/large unit(s)/program(s) that provide routine services of moderate scope. Incumbents in 
Manager II typically make decisions which require the determination of procedures to accomplish work 
processes. 

Manager III is further distinguished from Manager IV class by the latter's responsibility for a single, 
complex section or functional area providing related services. Incumbents in Manager IV make 
decisions which require discretion in applying general goal and policy statements and in resolving 
organizational and service delivery problems. At the Manager IV level, inappropriate decisions could 
compromise the effective functioning of the section and would result in a negative impact on the health 
or welfare of a segment of the City's population. 

Examples of Important and Essential Duties: 

1 . Manages, plans, supervises, coordinates, trains and evaluates the activities of personnel and/or 
coordinates the delivery of services; develops performance measures; and manages productivity to 
improve operations and services; monitors the work of and coaches subordinates to improve 
performance. 

2. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 



3. Recommends budget and staffing plans for assigned unit/program; ensures compliance of unit/ 
program with relevant laws, and provisions of agreements. Participates in budget development by 
providing detailed justification and persuasive arguments for proposals or initiatives. 

4. Implements and closely monitors budget expenditures; provides executive management with an 
early warning and practical options to potential cost overruns. 

5. Assists in the identification, analysis and resolution of problems, issues and conflicts pertaining to 
the provision of services. 

6. Works with other managers and staff to evaluate and implement goals, responsibilities, policies and 
procedures of the unit/program, division and department; prepares and evaluates procedures 
appropriate to assigned unit/program; coordinates activities appropriate to procedures; provides 
appropriate training. 

7. Compiles and analyzes statistical data; makes presentations; prepares reports, memoranda and 
correspondence. 

8. Participates on various committees to evaluate and improve departmental services and functions; 
may serve as backup to supervisor. 

Job Related and Essential Qualifications: 

Knowledge of: management and administrative techniques applicable to operations in the area assigned; 
state and federal regulations appropriate to unit; budget development and administration; and personnel 
administration. 

Ability to: manage, administer and/or coordinate an operational unit; plan, coordinate and direct work 
of staff and consultants/contractors; analyze and report upon operating conditions and problems; 
recommend appropriate solutions; deal tactfully and effectively with governmental officials, personnel 
at all levels, and the general public; conduct analysis of operations and development plans as required; 
prepare and present comprehensive reports. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment : To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0921 MANAGER IV 
Definition: 

Under administrative direction, incumbents in this class provide mid-level management functions in an 
operating department with responsibility for a section, program or defined functional area and may 
assume responsibility for one or more section(s) or operational area(s) or operationally-related services. 

Incumbents in these positions make decisions which impact the daily operations and implementation of 
established procedures and policies of the related units/sections; solve problems requiring analyses of 
issues that may result in deviations from routine processes, new technology and/or additional resources. 
These Managers typically contact and/or establish working relationships with others at similar levels 
within the organization and coordinate budget preparation, monitoring of expenditures and financial 
reporting for the assigned section; and perform related duties as required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work versus planning and policy development 
activities. 

Incumbents in this class assume responsibility for a single, complex section or functional area providing 
related services and make decisions which require discretion in applying general goal and policy 
statements and in resolving organizational and service delivery problems. At this level, inappropriate 
decisions may compromise the effective functioning of the section and result in a negative impact on the 
health or welfare of a segment of the City's population. 

The class is distinguished from Manager III by the focus, scope and decision-making responsibility 
(type and independence), as well as operational impact, level of supervision exercised and consequence 
of error. 

Manager IV is distinguished from the Manager V class by the latter' s responsibility for positions that 
assume responsibility for multiple sections providing complex, related functions or services. 
Inappropriate decisions at the Manager V level would impact the economic vitality, health, or welfare of 
a segment of the City's population. 



Supervision Exercised: 

Managers in this class typically manage supervisors of clerical, maintenance and/or technical 
employees. 



Examples of Important and Essential Duties: 



1. Manages programs, operational activities, or projects of assigned section or program area; 
supervises, trains and evaluates the activities of personnel and/or coordinates and monitors the work 
of consultants and contractors working for the department; works with other managers and staff to 
evaluate and implement goals, responsibilities, policies and procedures of the division. 

2. Monitors the work of and coaches subordinates to improve performance. 

3. Evaluates procedures, identifies and analyzes problems and issues, makes recommendations and 
implements and documents new procedures of the assigned section/program. 

4. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. 

5. Coordinates budget preparation, monitors expenditures and financial reporting for assigned section; 
prepares reports, memoranda, and correspondence; and maintains statistical records. Implements 
and closely monitors budget expenditures; provides executive management with an early warning 
and practical options to potential cost overruns. 

6. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

7. Assists in developing and implementing operational policies to ensure the efficient operation of 
section or program. 

Job Related and Essential Qualifications: 

Knowledge of: management and administrative techniques applicable to operations in the area assigned; 
State and Federal regulations appropriate to unit; budget development and administration; and personnel 
administration. 

Ability to : manage, administer and/or coordinate a complex operational section; plan, coordinate and 
direct work of subordinates and consultants/contractors; analyze and report upon operating conditions 
and problems; recommend appropriate solutions; deal tactfully and effectively with personnel at all 
levels and the general public; conduct analysis of operations and development plans as required; prepare 
and present comprehensive reports. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 

Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in themost recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0922 MANAGER V 
Definition: 

Under administrative direction, incumbents in this class provide mid-level management functions in an 
operating department with responsibility for a section, program or defined functional area and may 
assume responsibility for one or more section(s) or operational area(s) or operationally-related services. 

Incumbents in these positions make decisions which impact the daily operations and implementation of 
established procedures and policies of the related units/sections and solve problems requiring analyses 
of issues that may result in deviations from routine processes, new technology and/or additional 
resources. These Managers typically contact and/or establish working relationships with others at 
similar levels within the organization and coordinate budget preparation, monitoring of expenditures and 
financial reporting for the assigned section; and perform related duties as required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hand-on work versus planning and policy development 
activities. 

Incumbents in this class assume responsibility for multiple sections providing complex, related functions 
or services. Inappropriate decisions at this level would impact the economic vitality, health, or welfare 
of a segment of the City's population. 

This class is distinguished from Manager IV by the latter's responsibility for a single, complex section 
or functional a providing related services. Incumbents make decisions which require discretion in 
applying general goal and policy statements and in resolving organizational and service delivery 
problems. At this level, inappropriate decisions may compromise the effective functioning of the section 
and result in a negative impact on the health or welfare of a segment of the City's population. Managers 
in this class typically manage supervisors of clerical, maintenance and/or technical employees. 

Manager V is distinguished from the Manager VI class by the latter's responsibility for one or more 
large section(s) or functional areas, Manager V is further distinguished from Manager VI by the latter's 
responsibility for providing complex, diverse programs or services. 

Supervision Exercised: 

Managers in this class typically manage supervisors of clerical, maintenance and/or technical 
employees. 



Examples of Important and Essential Duties: 



1 . Manages programs, operational activities, or projects of assigned section or program area; 
supervises, trains and evaluates the activities of personnel and/or coordinates and monitors the work 
of consultants and contractors working for the department; works with other managers and staff to 
evaluate and implement goals, responsibilities, policies and procedures of the division. 

2. Monitors the work of and coaches subordinates to improve performance. 

3. Evaluates procedures, identifies and analyzes problems and issues and may implement and 
document new procedures of the assigned section/program. 

4. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. 

5. Coordinates budget preparation, monitors expenditures and financial reporting for assigned section; 
prepares reports, memoranda, and correspondence; and maintains statistical records. Implements 
and closely monitors budget expenditures; provides executive management with an early warning 
and practical options to potential cost overruns. 

6. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

7. Assists in developing and implementing operational policies to ensure the efficient operation of 
section or program. 

Job Related and Essential Qualifications: 

Knowledge of: management and administrative techniques applicable to operations in the area assigned; 
State and Federal regulations appropriate to unit; budget development and administration; and personnel 
administration. 

Ability to : manage, administer and/or coordinate a complex operational section; plan, coordinate and 
direct work of subordinates and consultants/contractors; analyze and report upon operating conditions 
and problems; recommend appropriate solutions; deal tactfully and effectively with personnel at all 
levels and the general public; conduct analysis of operations and development plans as required; prepare 
and present comprehensive reports. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0923 MANAGER VI 
Definition: 

Under administrative direction, incumbents in this class provide mid-level management functions in an 
operating department with responsibility for a section, program or defined functional area and may 
assume responsibility for one or more section(s) or operational area(s) or operationally-related services. 

Incumbents in these positions make decisions which impact the daily operations and implementation of 
established procedures and policies of the related units/sections and solve problems requiring analyses 
of issues that may result in deviations from routine processes, new technology and/or additional 
resources. These Managers typically contact and/or establish working relationships with others at 
similar levels within the organization and coordinate budget preparation, monitoring of expenditures and 
financial reporting for the assigned section. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hand-on work versus planning and policy development 
activities. 

Incumbents in this class assume responsibility for one or more large section(s) or functional areas and 
this class is distinguished from Manager V by responsibility for providing complex, diverse programs or 
services. 

Manager VI is distinguished from Manager V by the latter's responsibility for multiple sections 
providing complex, related functions or services. Inappropriate decisions at this level would impact the 
economic vitality, health, or welfare of a segment of the City's population. 

Manager VI is further distinguished from Manager VII by the latter's responsibility for divisions which 
provide routine programs and services within a broad functional area. Incumbents in these positions 
make decisions which typically involve program planning and directing, as well as, organizing new and 
future resource needs. These decisions directly impact the effective functioning of the division and 
incumbents develop policies and/or procedures affecting the City infrastructure or the provision and 
delivery of public services. Inappropriate decisions would negatively affect the health and welfare of a 
segment of the population or the economic vitality of a segment of City government. 

Supervision Exercised: 

Managers in this class typically manage supervisors of clerical, maintenance and/or technical 
employees. 



Examples of Important and Essential Duties: 

1 . Manages programs, operational activities, or projects of assigned section or program area; 
supervises, trains and evaluates the activities of personnel and/or coordinates and monitors the work 
of consultants and contractors working for the department; works with other managers and staff to 
evaluate and implement goals, responsibilities, policies and procedures of the division. 

2. Monitors the work of and coaches subordinates to improve performance. 

3. Evaluates procedures, identifies and analyzes problems and issues and may implement and 
document new procedures of the assigned section/program. 

4. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. 

5. Coordinates budget preparation, monitors expenditures and financial reporting for assigned section; 
prepares reports, memoranda, and correspondence; and maintains statistical records. Implements 
and closely monitors budget expenditures; provides executive management with an early warning 
and practical options to potential cost overruns. 

6. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

7. Assists in developing and implementing operational policies to ensure the efficient operation of 
section or program. 

Job Related and Essential Qualifications: 

Knowledge of: management and administrative techniques applicable to operations in the area assigned; 
State and Federal regulations appropriate to unit; budget development and administration; and personnel 
administration. 

Ability to : manage, administer and/or coordinate a complex operational section; plan, coordinate and 
direct work of subordinates and consultants/contractors; analyze and report upon operating conditions 
and problems; recommend appropriate solutions; deal tactfully and effectively with personnel at all 
levels and the general public; conduct analysis of operations and development plans as required; prepare 
and present comprehensive reports. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 

Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in themost recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0931 Manager VII 

Definition: 

Under general administrative direction, incumbents in this class function as senior managers operating 
within a broad policy framework and typically manage a division of a medium/large department. 
Incumbents assume sole responsibility for a functional area(s) of service; coordinate and implement 
program planning; and define organizational structure, staffing requirements, resource allocation and 
identification of future resource needs. Incumbents also interface with all managerial levels of 
city/county government and outside agencies, and serve as representatives of the division or department 
in meetings involving administrative systems, policies or procedures; and perform related duties as 
required. 

Distinguishing Features: 

This class is distinguished from Manager VI, by scope, decision-making (type and independence); 
internal and external organizational impact; level of supervision; working relationships (level and 
purpose) and budgetary responsibility. 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hand-on work rather than planning and policy development 
activities. 

Incumbents in this class typically assume responsibility for divisions which provide routine programs 
and services within a broad functional area. Incumbents in these positions make decisions which 
typically involve program planning and directing, as well as, organizing new and future resource needs. 
These decisions directly impact the effective functioning of the division and incumbents develop 
policies and/or procedures affecting the City infrastructure or the provision and delivery of public 
services. Inappropriate decisions would negatively affect the health and welfare of a segment of the 
population or the economic vitality of a segment of City government. 

Manager VII is distinguished from Manager VI by the latter's responsibility for one or more large 
section(s) or functional areas and responsibility for providing complex, diverse programs or services. 

Manager VII is further distinguished from Manager VIII by the latter's responsibility for assuming 
division-wide responsibility for multiple functional program areas or complex program areas. This level 
is also differentiated from Manager VIII by the latter's responsibility for complex or multiple functional 
program areas. 

Supervision Exercised: 

Managers in this class typically manage mid-level staff or line managers. 



Examples of Important and Essential Duties: 

1. Plans, monitors, evaluates, and supervises the operation of a division of a city department; 
coordinates the work of the various subdivisions; advises and consults with section managers; meets 
with appropriate staff to identify and resolve problems or conflicts; makes or recommends final 
decisions regarding policy, operations, and administrative procedures. 

2. Develops, implements and maintains procedures, administrative monitoring practices and controls in 
order to obtain smooth and effective operation of a division; coordinates work activities of one 
division with other divisions within the department to prevent delays in required actions or to 
improve programs or services; assists in the identification, development and implementation of 
departmental goals, objectives, policies, and priorities; assists in the determination of resource 
allocation and levels of service according to established policies. 

3. Receives and analyzes division and departmental reports; directs the preparation of monthly and 
annual reports; directs the gathering and analysis of information and reports necessary to document 
and evaluate processes. 

4. Monitors the work of and coaches subordinates to improve performance. 

5. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

6. Monitors and evaluates the effectiveness and efficiency of the division's service delivery system, 
organizational structure, staffing levels, financial systems, and other internal operations; identifies 
and recommends alternative approaches or improvements; implements revisions, adjustments and 
changes. 

7. May serve as liaison for the Department with a variety of other City/County staff, policy-making 
officials, and officials of outside agencies; explains and justifies Departmental or administrative 
procedures, policies, or programs; negotiates and resolves difficult and complex issues and 
problems. 

8. May plan, develop, implement or direct major or complex projects or programs which span a 
number of the department's established sections or divisions; directs the research of complex, highly 
technical issues; analyzes alternative solutions or approaches; recommends most effective course of 
action. 

9. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. Oversees and administers division budget; directs and monitors 
expenditures in accordance with the approved budget; directs the preparation and maintenance of a 
wide variety of statistical, fiscal, and operational reports and studies; and provides executive 
management with an early warning and practical options to potential cost overruns. 

Job Related and Essential Qualifications: 

Knowledge of: Federal, State, and local rules and regulations pertaining to assigned division, project, or 
program; principles and practices of management, administration, budgeting, training and personnel 
management. 

Ability to: manage, supervise, train, and coordinate complex functional areas of responsibility and 
groups of employees; identify, analyze and report upon activities, issues, and problems and recommend 
appropriate solutions; establish and maintain effective working relationships with departmental staff, 
representatives of other agencies and the public; present facts clearly and concisely orally and in writing; 
and make group presentations. 



Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 

Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this exam. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0932 Manager VIII 

Definition: 

Under general administrative direction, incumbents in this class function as senior managers operating 
within a broad policy framework and typically manage a division of a medium/large department. 
Incumbents assume sole responsibility for a functional area(s) of service; coordinate and implement 
program planning; and define organizational structure, staffing requirements, resource allocation and 
identification of future resource needs. Incumbents also interface with all managerial levels of 
city/county government and outside agencies, and serve as representatives of the division or department 
in meetings involving administrative systems, policies or procedures; and perform related duties as 
required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hand-on work rather than planning and policy development 
activities. 

Incumbents in this class typically assume division-wide responsibility for multiple functional program 
areas or complex program areas. This level is differentiated from Manager VII by responsibility for 
complex or multiple functional program areas. 

Manager VIII is distinguished from Manager VII by the latter' s responsibility for divisions which 
provide routine programs and services within a broad functional area. Incumbents in these positions 
make decisions which typically involve program planning and directing, as well as, organizing new and 
future resource needs. These decisions directly impact the effective functioning of the division and 
incumbents develop policies and/or procedures affecting the City infrastructure or the provision and 
delivery of public services. Inappropriate decisions would negatively affect the health and welfare of a 
segment of the population or the economic vitality of a segment of City government. 

Manager VIII is further distinguished from Manager IX by the latter's responsibility for divisions of 
medium/large size performing technically complex functions which are organized into multiple or 
diverse sections and/or units. 

Supervision Exercised: 

Managers in this class typically manage mid-level staff or line managers. 

Examples of Important and Essential Duties: 

1 . Plans, monitors, evaluates, and supervises the operation of a division of a city department; 

coordinates the work of the various subdivisions; advises and consults with section managers; meets 



with appropriate staff to identify and resolve problems or conflicts; makes or recommends final 
decisions regarding policy, operations, and administrative procedures. 

2. Develops, implements and maintains procedures, administrative monitoring practices and controls in 
order to obtain smooth and effective operation of a division; coordinates work activities of one 
division with other divisions within the department to prevent delays in required actions or to 
improve programs or services; assists in the identification, development and implementation of 
departmental goals, objectives, policies, and priorities; assists in the determination of resource 
allocation and levels of service according to established policies. 

3. Receives and analyzes division and departmental reports; directs the preparation of monthly and 
annual reports; directs the gathering and analysis of information and reports necessary to document 
and evaluate processes. 

4. Monitors the work of and coaches subordinates to improve performance. 

5. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

6. Monitors and evaluates the effectiveness and efficiency of the division's service delivery system, 
organizational structure, staffing levels, financial systems, and other internal operations; identifies 
and recommends alternative approaches or improvements; implements revisions, adjustments and 
changes. 

7. May serve as liaison for the Department with a variety of other City/County staff, policy-making 
officials, and officials of outside agencies; explains and justifies Departmental or administrative 
procedures, policies, or programs; negotiates and resolves difficult and complex issues and 
problems. 

8. May plan, develop, implement or direct major or complex projects or programs which span a 
number of the department's established sections or divisions; directs the research of complex, highly 
technical issues; analyzes alternative solutions or approaches; recommends most effective course of 
action. 

9. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. Oversees and administers division budget; directs and monitors 
expenditures in accordance with the approved budget; directs the preparation and maintenance of a 
wide variety of statistical, fiscal, and operational reports and studies; and provides executive 
management with an early warning and practical options to potential cost overruns. 

Job Related and Essential Qualifications: 

Knowledge of: Federal, State, and local rules and regulations pertaining to assigned division, project, or 
program; principles and practices of management, administration, budgeting, training and personnel 
management. 

Ability to: manage, supervise, train, and coordinate complex functional areas of responsibility and 
groups of employees; identify, analyze and report upon activities, issues, and problems and recommend 
appropriate solutions; establish and maintain effective working relationships with departmental staff, 
representatives of other agencies and the public; present facts clearly and concisely orally and in writing; 
and make group presentations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 



Effective Date: 

Amended Date: 

Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this exam. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0933 Manager IX 

Definition: 

Under general administrative direction, incumbents in this class function as senior managers operating 
within a broad policy framework and typically manage a division of a medium/large department. 
Incumbents assume sole responsibility for a functional area(s) of service; coordinate and implement 
program planning; and define organizational structure, staffing requirements, resource allocation and 
identification of future resource needs. Incumbents interface with all managerial levels of city/county 
government and outside agencies, and serve as representatives of the division or department in meetings 
involving administrative systems, policies or procedures; and perform related duties as required. 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, the nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hand-on work rather than planning and policy development 
activities. 

Incumbents in this class typically assume responsibility for divisions of medium/large size performing 
technically complex functions which are organized into multiple or diverse sections and/or units. 

The Manager IX class is distinguished from the Manager VIII class by the latter's division-wide 
responsibility for multiple functional program areas or complex program areas. 

The Manager IX class is further distinguished from the Manager X class by the latter's responsibility for 
major complex, functionally-related areas organized into multiple departmental divisions. Incumbents 
in these positions develop and establish policies and procedures and make decisions which impact the 
daily operations including management and allocation of resources for a major organizational unit 
(division/bureau/area.) Decisions made by incumbents affect multiple divisions and impact the 
economic vitality of city government or the health and welfare of a segment of the public. These 
Managers typically interact with executive and regulatory representatives and negotiate solutions to 
major issues which may involve policy and procedural changes. 

Supervision Exercised: 

These Managers typically manage mid-level staff or line managers. 

Examples of Important and Essential Duties: 

1 . Plans, monitors, evaluates, and supervises the operation of a division of a city department; 

coordinates the work of the various subdivisions; advises and consults with section managers; meets 
with appropriate staff to identify and resolve problems or conflicts; makes or recommends final 
decisions regarding policy, operations, and administrative procedures. 



2. Develops, implements and maintains procedures, administrative monitoring practices and controls in 
order to obtain smooth and effective operation of a division; coordinates work activities of one 
division with other divisions within the department to prevent delays in required actions or to 
improve programs or services; assists in the identification, development and implementation of 
departmental goals, objectives, policies, and priorities; assists in the determination of resource 
allocation and levels of service according to established policies. 

3. Receives and analyzes division and departmental reports; directs the preparation of monthly and 
annual reports; directs the gathering and analysis of information and reports necessary to document 
and evaluate processes. 

4. Monitors the work of and coaches subordinates to improve performance. 

5. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

6. Monitors and evaluates the effectiveness and efficiency of the division's service delivery system, 
organizational structure, staffing levels, financial systems, and other internal operations; identifies 
and recommends alternative approaches or improvements; implements revisions, adjustments and 
changes. 

7. May serve as liaison for the Department with a variety of other City/County staff, policy-making 
officials, and officials of outside agencies; explains and justifies Departmental or administrative 
procedures, policies, or programs; negotiates and resolves difficult and complex issues and 
problems. 

8. May plan, develop, implement or direct major or complex projects or programs which span a 
number of the department's established sections or divisions; directs the research of complex, highly 
technical issues; analyzes alternative solutions or approaches; recommends most effective course of 
action. 

9. Oversees and administers division budget; directs and monitors expenditures in accordance with the 
approved budget; directs the preparation and maintenance of a wide variety of statistical, fiscal, and 
operational reports and studies; and provides executive management with an early warning and 
practical options to potential cost overruns. 

Job Related and Essential Qualifications: 

Knowledge of: Federal, State, and local rules and regulations pertaining to assigned division, project, or 
program; principles and practices of management, administration, budgeting, training and personnel 
management. 

Ability to: manage, supervise, train, and coordinate complex functional areas of responsibility and 
groups of employees; identify, analyze and report upon activities, issues, and problems and recommend 
appropriate solutions; establish and maintain effective working relationships with departmental staff, 
representatives of other agencies and the public; present facts clearly and concisely orally and in writing; 
and make group presentations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 

Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this exam. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0941 MANAGER X 

Definition: 

Under policy direction, Managers in these positions function at the executive level of department 
management and are responsible for all functions and activities of a major division or area. Incumbents 
in this class provide leadership and direction in developing new programs and establishing 
organizational policies, priorities and objectives; direct and coordinate the implementation of program 
changes; serve as technical advisor; and perform related duties as required. Positions in this class report 
to senior executive-level managers (Department Head or Deputy Director). 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work rather than planning and policy development 
activities. 

Incumbents in this class assume responsibility for major complex, functionally-related areas organized 
into multiple departmental divisions; develop and establish policies and procedures and make decisions 
which impact the daily operations including management and allocation of resources for a major 
organizational unit (division/bureau/area). Decisions made by incumbents affect multiple divisions and 
impact the economic vitality of city government or the health and welfare of a segment of the public. 
These Managers typically interact with executive and regulatory representatives and negotiate solutions 
to major issues which may involve policy and procedural changes. 

This class is distinguished from Manager IX by scope, decision-making (type), working relationship, 
internal organizational impact, level of supervision, consequence of error and budgetary responsibility. 
Manager X is also distinguished from Manager IX by the latter's responsibility for divisions of 
medium/large size performing technically complex functions which are organized into multiple or 
diverse sections and/or units. 

This class is further distinguished from Manager XI, in that incumbents make decisions which directly 
impact the entire department and inappropriate decisions may result in an irreversible impact on the 
health and welfare of the public. Incumbents typically exercise supervision over and/or consultation to 
Division Managers of related functional areas. 

Supervision Exercised: 

Managers in this class typically supervise senior/division managers. 



Examples of Important and Essential Duties: 

1. Develops and implements division goals, objectives, policies, and priorities; determines service 
levels and resource allocation. 

2. Monitors the work of and coaches subordinates to improve performance. 

3. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

4. Plans, organizes, directs, controls and reviews the operation of major departmental functions and 
activities. 

5. Monitors the efficiency and effectiveness of the departmental organization structure, staff 
assignments, service levels and administrative systems; identifies and analyzes opportunities for 
improvement; implements improvements. 

6. Communicates regularly with executive-level management regarding the Department's activities and 
coordination of efforts with other City departments in addressing the needs of the City; represents 
the Department before legislative boards, outside organizations, mayor's office staff, and the media. 

7. Assesses and responds to community needs; provides consultation and advice to boards, committees 
and representatives from federal, state and local agencies. 

8. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. Implements and closely monitors budget expenditures of the operating 
budget for a major area of responsibility typically including multiple divisions. 

9. Provides executive management with an early warning and practical options to potential cost 
overruns. 

Job Related and Essential Qualifications: 

Knowledge of: federal, state and local rules and regulations pertaining to activities and functions of the 
specific department; and management principles and practices. 

Ability to: direct subordinate managers engaged in diverse activities; exercise administrative ingenuity, 
independent analysis, adaptability and judgment on highly specialized proposals with difficult, 
complicated choices of action; make recommendations and present them effectively to the Mayor, 
executive staff and the public; apply the principles and practices of public administration, financial and 
personnel management; clearly interpret all applicable laws, ordinances and codes relating to the 
department; direct research, survey techniques and statistical methods; communicate effectively, orally 
and in writing; establish and maintain effective working relations with officials, subordinate staff, 
directors and members of other departments, civic organizations, agencies and the public; and the ability 
to remain calm and provide guidance to managers in crisis situations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 

Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0942 MANAGER XI 

Definition: 

Under policy direction, managers in these positions function at the executive level of department 
management and are responsible for all functions and activities of a major division or area. Incumbents 
provide leadership and direction in developing new programs and establishing organizational policies, 
priorities and objectives; direct and coordinate the implementation of program changes; serve as 
technical advisor; and perform related duties as required. Incumbents in this class report to senior 
executive-level managers (Department Head or Deputy Director). 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work rather than planning and policy development 
activities. 

Managers in this class make decisions which directly impact the entire department and inappropriate 
decisions may result in an irreversible impact on the health and welfare of the public. 

Manager XI is distinguished from the Manager X class by the latter' s responsibility for major complex, 
functionally-related areas organized into multiple departmental divisions. Incumbents in Manager XII 
develop and establish policies and procedures and make decisions which impact the daily operations 
including management and allocation of resources for a major organizational unit (division/bureau/ area). 
Decisions made by Manager XII incumbents affect multiple divisions and impact the economic vitality 
of city government or the health and welfare of a segment of the public. These Managers typically 
interact with executive and regulatory representatives and negotiate solutions to major issues which may 
involve policy and procedural changes. 

Manager XI is distinguished from Manager XII in that the latter class represents the highest, non-deputy 
level of executive management and assumes primary responsibility for diverse and complex functions in 
the largest departments which include institutions, bureaus or multiple divisions. Manager XII 
incumbents make decisions of a highly significant consequence or impact involving developmental 
operations and recommend new policies, procedures, organizational areas, or services. 

Supervision Exercised: 

Incumbents typically exercise supervision over and/or consultation to Division Managers of related 
functional areas. 

Examples of Important and Essential Duties: 

1 . Develops and implements division goals, objectives, policies, and priorities; determines service 
levels and resource allocation. 



2. Monitors the work of and coaches subordinates to improve performance. 

3. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

4. Plans, organizes, directs, controls and reviews the operation of major departmental functions and 
activities. 

5. Monitors the efficiency and effectiveness of the departmental organization structure, staff 
assignments, service levels and administrative systems; identifies and analyzes opportunities for 
improvement; implements improvements. 

6. Communicates regularly with executive-level management regarding the Department's activities and 
coordination of efforts with other City departments in addressing the needs of the City; represents 
the Department before legislative boards, outside organization mayor's office staff, and the media. 

7. Assesses and responds to community needs; provides consultation and advice to boards, committees 
and representatives from federal, state and local agencies. 

8. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. Implements and closely monitors budget expenditures of the operating 
budget for a major area of responsibility typically including multiple divisions. 

9. Provides executive management with an early warning and practical options to potential cost 
overruns. 



Job Related and Essential Qualifications: 

Knowledge of: federal, state and local rules and regulations pertaining to activities and functions of the 
specific department; and management principles and practices. 

Ability to: direct subordinate managers engaged in diverse activities; exercise administrative ingenuity, 
independent analysis, adaptability and judgment on highly specialized proposals with difficult, 
complicated choices of action; make recommendations and present them effectively to the Mayor, 
executive staff and the public; apply the principles and practices of public administration, financial and 
personnel management; clearly interpret all applicable laws, ordinances and codes relating to the 
department; direct research, survey techniques and statistical methods; communicate effectively, orally 
and in writing; establish and maintain effective working relations with officials, subordinate staff, 
directors and members of other departments, civic organizations, agencies and the public; and the ability 
to remain calm and provide guidance to managers in crisis situations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

0943 MANAGER XII 

Definition: 

Under policy direction, manager's in these positions function at the executive level of department 
management and are responsible for all functions and activities of a major division or area; provide 
leadership and direction in developing new programs and establishing organizational policies, priorities 
and objectives; direct and coordinate the implementation of program changes; serve as technical advisor; 
and perform related duties as required. Incumbents in this class report to senior executive-level 
managers (Department Head or Deputy Director). 

Distinguishing Features: 

Distinctions between class levels in the management series are based on the program's complexity, 
sensitivity and/or size, organizational impact, nature and number of functions/programs managed, 
decision-making responsibility, level of supervision exercised, nature of positions supervised, and the 
nature and scope of duties assumed such as hands-on work rather than planning and policy development 
activities. 

Incumbents in this class are the highest, non-deputy level of executive management and assume primary 
responsibility for diverse and complex functions in the largest departments which include institutions, 
bureaus or multiple divisions. Incumbents in these positions make decisions of a highly significant 
consequence or impact involving developmental operations and recommend new policies, procedures, 
organizational areas, or services 

Manager XII is distinguished from Manager XI, in that incumbents in class Manager XI make decisions 
which directly impact the entire department and inappropriate decisions may result in an irreversible 
impact on the health and welfare of the public. Incumbents typically exercise supervision over and/or 
consultation to Division Managers of related functional areas. 

Supervision Exercised: 

Incumbents typically manage senior-level Managers responsible for diverse functional areas. 
Examples of Important and Essential Duties: 

1. Develops and implements division goals, objectives, policies, and priorities; determines service 
levels and resource allocation. 

2. Monitors the work of and coaches subordinates to improve performance. 

3. Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; 
adjusts plans and programs to meet emerging or new programs, while continuing to address major 
departmental priorities. 

4. Plans, organizes, directs, controls and reviews the operation of major departmental functions and 
activities. 



5. Monitors the efficiency and effectiveness of the departmental organization structure, staff 
assignments, service levels and administrative systems; identifies and analyzes opportunities for 
improvement; implements improvements. 

6. Communicates regularly with executive-level management regarding the Department's activities and 
coordination of efforts with other City departments in addressing the needs of the City; represents 
the Department before legislative boards, outside organization mayor's office staff, and the media. 

7. Assesses and responds to community needs; provides consultation and advice to boards, committees 
and representatives from federal, state and local agencies. 

8. Participates in budget development by providing detailed justification and persuasive arguments for 
proposals or initiatives. Implements and closely monitors budget expenditures of the operating 
budget for a major area of responsibility typically including multiple divisions. 

9. Provides executive management with an early warning and practical options to potential cost 
overruns. 

Job Related and Essential Qualifications: 

Knowledge of: federal, state and local rules and regulations pertaining to activities and functions of the 
specific department; and management principles and practices. 

Ability to: direct subordinate managers engaged in diverse activities; exercise administrative ingenuity, 
independent analysis, adaptability and judgment on highly specialized proposals with difficult, 
complicated choices of action; make recommendations and present them effectively to the Mayor, 
executive staff and the public; apply the principles and practices of public administration, financial and 
personnel management; clearly interpret all applicable laws, ordinances and codes relating to the 
department; direct research, survey techniques and statistical methods; communicate effectively, orally 
and in writing; establish and maintain effective working relations with officials, subordinate staff, 
directors and members of other departments, civic organizations, agencies and the public; and the ability 
to remain calm and provide guidance to managers in crisis situations. 

Special Requirements: 

Special Qualifications including specialized knowledge, abilities, education, experience, or license may 
be established for individual positions. 

Effective Date: 



Amended Date: 



Reason for Amendment: To reflect the tasks, knowledge, skills and abilities defined in the most recent 
job analysis conducted for this class. 



075 



"13 

NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
\ /iox-a/ci BY THE HUMAN RESOURCES DIRECTOR 

. Notice No.: N035-01/02 



SJ it jo 



Posting Date: 5/10/02 



The following actions are being posted in accordance with Rule 109. In the absence of requests to meet addressed to the 
Human Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

ITEM# RETITLE AND AMEND THE FOLLOWING JOB SPECIFICATION: 

(Draft job specification attached.) 

576-01/02 From: 7349 Steamfitter Assistant Supervisor 

To: 7349 Steamfitter Supervisor I 

Requests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco, 
CA 94103. All requests must be received in writing no later than close of business seven (7) calendar days from the 
posting date. FAX'd copies will not be accepted as timely. 

Copies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street. For additional information 
regarding the preceding proposed action, please contact Karen Taylor, 557-4872. 

cc: Citywide 

All Bargaining Units 

Harvey Rose, Budget Analyst 

MSS Team Leader 

DHR Support Services 

File 



DOCUMENTS DEPT. 

MAY 7 2002 

SAN FRANCISCO 
PUBLIC LIBRARY 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: STEAMFITTER SUPERVISOR I JOB CODE: 7349 

Business Unit: COMMN 

DEFINITION: Under direction, supervises the work of a group of steamfitters and other craft workers 
engaged in a variety of projects related to the installation, maintenance and repair of steam/hydronic boilers 
and heating, cooling and ventilating systems. 

DISTINGUISHING FEATURES: Incumbents in Class 7349 supervise the work of a group of journey- 
level steamfitters and related craft workers. This class is distinguished from Class 7248 Steamfitter 
Supervisor II in that the latter performs higher level, more complex, difficult duties and exercises supervision 
over a large group or several small groups of steamfitters and related craft workers. 

SUPERVISION EXERCISED: Supervises a group of steamfitters and related craft workers. 

EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES: According to Civil Service Commission 
Rule 109, the duties specified below are representative of the duties assigned to this class and are not 
intended to be an inclusive list. 

1 . Supervises a group of journey-level workers engaged in a variety of installation, maintenance and repair 
projects on steam/hydronic boilers and heating, cooling and ventilating systems, and any related 
appurtenances or components to ensure that work is completed in a timely and safe manner. Prioritizes 
tasks to be completed by assigned staff, allocates work assignments and ensures timely completion of 
work; monitors attendance, signs timesheets and overtime requests; evaluates the perfomance of 
subordinate personnel; documents and confers with employees on attendance, performance and behavior 
issues; makes recommendations for further disciplinary action as needed. Provides on-the-job training to 
new workers and ongoing technical training and consultation for all assigned staff. 

2. Inspects ongoing and completed work related to the installation, maintenance, repair, alteration and 
adjustment of steam/hydronic boilers and heating, cooling and ventilating systems, including pumps, 
piping and other related components and apparatus, to ensure that work is completed according to 
established specifications, plans, standards and instructions. Ensures worksite safety by adhering to 
established industry safety standards and monitoring the work of assigned staff; conducts safety training 
sessions; investigates and prepares reports on work-related accidents; prepares and maintains codes of 
safe job practices; maintains records of MSDS information and hazardous material inventory. 

3 . As necessary in order to instruct staff, may perform steamfitting work, including the more difficult, 
complex and skilled work in the installation, maintenance, repair, alteration and adjustment of 
steam/hydronic boilers and heating, cooling and ventilating systems. Interprets and works from prepared 
plans, drawings and blueprints; makes rough sketches of work to be completed to ensure adherence to 
established plans and safety standards. Operates a variety of motor and utility vehicles to transport crew 
and/or equipment and materials to work sites. 

4. Maintains contact with other departmental personnel, members of other crafts, outside agencies, vendors 
and contractors for coordination and effective scheduling and completion of work. 

5. Orders, locates and maintains stock of materials for use in the installation, maintenance and repair of 
steam/hydronic boilers and heating, cooling and ventilating systems, including pumps, piping and other 
related components and apparatus; ensures availability and working condition of tools and equipment 
necessary to complete jobs; generates purchase orders. 

6. Estimates cost of various jobs related to the installation, maintenance, repair, alteration and adjustment of 
steam/hydronic boilers and heating, cooling and ventilating systems, including pumps, piping and other 
related components and apparatus; prepares written cost estimates for labor, material and equipment; 



receives/prepares work orders. Prepares and maintains records of time worked and materials expended by 
assigned staff; maintains operating and inspection records for reference and/or permit requirements. 

7. When authorized, assumes responsibility for the care and maintenance of the steam/hydronic boilers and 
heating, cooling and ventilating equipment of given plant; establishes and/or carries out a maintenance | 
inspection schedule and preventative maintenance program; coordinates response to emergencies as 
required. 

8. Performs related duties as required. 

JOB RELATED AND ESSENTIAL QUALIFICATIONS: 

Knowledge of: methods, procedures and practices used to install, maintain, alter and repair steam/hydronic 
boilers and heating, cooling and ventilating systems, including pumps, piping and other related components 
and apparatus; proper and effective use of tools, equipment and materials; basic physical, structural and 
functional characteristics and specifications of steam/hydronic boilers and heating, cooling and ventilating 
systems; job-related technical codes and regulations and established steamfitting industry standards; methods 
and procedures to ensure safety when working with steam/hydronic boilers and heating, cooling and 
ventilating systems. 

Ability to: identify, analyze and formulate effective solutions to work-related problems; perform basic 
arithmetic functions to measure and complete work assignments and estimate cost of repairs and 
installations; supervise a group of steamfitters, including training new workers; deal courteously and 
effectively and establish and maintain good working relationships with a variety of individuals; clearly and 
accurately communicate work-related information to crew members, supervisors and other departmental 
personnel; write clearly and effectively in order to prepare a variety of work-related records and reports; read, 
interpret and understand technical manuals, code books, blueprints, plans and construction drawings; drive a 
motor vehicle. 

EXPERIENCE AND TRAINING GUIDELINES: 

Completion of a recognized five-year steamfitters' apprenticeship program AND three years verifiable 
journey-level experience as a steamfitter engaged in the installation, maintenance and repair of 
steam/hydronic boilers and heating, cooling and ventilating systems equivalent to those of City departments; 

OR 
An equivalent combination of verifiable apprenticeship and journey-level experience totaling eight years. 

LICENSE: Current California driver license. 

SPECIAL REQUIREMENTS: Essential duties require the following physical skills and work 
environment: physical effort, including walking, standing, bending and crouching, and dexterity in the use of 
fingers, limbs and body; ability to lift and carry objects weighing up to 50 lbs.; working at heights or in 
confined spaces; exposure to working conditions where minor abrasions, bruises and burns may be 
encountered; and possible exposure to inclement weather, hazardous materials, and/or extremes of heat/cold. 

Effective Date: July 16, 1973 
Amended Date: 

Reason for amendment: To accurately reflect the current task, knowledge, skills and abilities defined in the 
most recent job analysis conducted for this class. 

DOCUMENTS DEPT. 

MAY 7 2002 

SAN FRANCISCO 
PUBLIC LIBRARY 



^NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 

I' 01 /"? Notice No.: N039-01/02 

Ui. Posting Date: 6/1 3/02 

he following actions are being posted in accordance with Rule 109. In the absence of requests to meet addressed to the 
luman Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

fEM# AMEND THE FOLLOWING JOB SPECIFICATION: 

(Draft job specification attached.) 

51-01/02 7308 Cable Splicer 

tequests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco, 
:A 94103. All requests must be received in writing no later than close of business seven (7) calendar days from the 
osting date. FAX'd copies will not be accepted as timely. 

lopies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street For additional information 
=garding the preceding proposed action, please contact Karen Taylor, 557-4872. 

c: Citywide 

All Bargaining Units 
Kate Favetti, CSC 
Harvey Rose, Budget Analyst 
Janet Bosnich, ERD 
Donna Marchuk, ERD 
Janet Rogers, ERD 
Geoff Rothman, ERD 
Carmela Villasica, ERD 
Vernon Nulph, DHR 
Pat Pon, DHR 
MSS Team Leader 
DHR Support Services 
File 

DOCUMENTS DEPT. 



JUN 1 l 2002 

-SAN FRANCISCO 
PUBLIC LIBRARY 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: CABLE SPLICER JOB CODE: 7308 

DEFINITION : 

Under general supervision, performs journey level cable repair and trouble shooting tasks relative to installation 
and maintenance of communication, data exchange, monitoring, and alarm systems owned or subscribed to by the 
City and County of San Francisco. 

DISTINGUISMING FEATURES : 

Positions in this class are distinguished from the 7275 Telecommunications Technician Supervisor in that they do 
not have supervisory functions. 

SUPERVISION EXERCISED: 



None. May provide technical expertise and information for outside wiring contractors. 
Examples of inportant and essential duties : 

1. Installs, arranges, splices, terminates and tests data and telecommnication cables, including copper 
and/or fiber optics cables. 

2. Troubleshoots copper cable and fiber optic installations using copper analyzing equipment, optical time 
domain reflectometers (OTDRs), power meters and light sources, and other diagnostic tools, equipment 
and procedures. 

3. Locates and repairs cable faults; installs underground cable; performs cable sizing, gauging, splicing, 
terminating and closing; uses proper confined space entry procedures in underground vaults. 

4. Installs, arranges, disconnects and troubleshoots telephone facilities and services subscribed to or owned 
by the City and County of San Francisco; utilizes field testing equipment to test and troubleshoot analog 
and digital services. 

5. Performs installations, testing, and acceptance of voice and data grade circuits on both copper and fiber 
optic cabling. 

6. Performs software administration on telephone switches and various telecommunication systems, 
including public safety systems; installs horizontal telephone and voice data station wiring. 

7. Maintains and updates database of installation and repair work, service requests and work orders; 
maintains database of parts and components inventory. 

8. Provides technical expertise and information to engineering staff and outside wiring contractors as 
needed. 

9. Estimates cost of voice and data installations; maintains records of materials ordered. 

10. Performs related duties as assigned. 

DOCUMENTS DEPT. 
JUN 1 1 2002 

SAN FRANCISCO 
PUBLIC LIBRARY 



JOB CODE TITLE: CABLE SPLICER JOB CODE: 7308 



Job related and essential qualifications : 

knowledge of : voice and data cabling procedures necessary for the installation and maintenance of inside and 
outside plant copper and fiber optic cable and telecommunications facilities; industry cross-connect practices used 
to test and turn up voice and data systems; basic safety practices and work procedures in the use of tools, material 
and equipment. 

Ability and Skill to : analyze methods to diagnose; cummunicate orally and in writng; read schematic drawings, 
blueprints and layout work; identify a variety of color codes; work effectively with others; keep accurate work- 
related records; use computer software for research and reports; use tools and test equipment required for 
repairing, replacing and splicing multi conductor copper and fiber optic cables and for testing, preparing and 
sealing cables. 

Experience and training guidelines : 
Specialty A: 

Four years experience working in the telecommunications industry as a Cable Splicer, which includes two 
years experience installing, arranging, splicing, terminating and testing copper cabling and two years 
experience installing, arranging, splicing, terminating and testing fiber optics cabling. 

Specialty B: 

Four years experience working in the telecommunications industry as a Technician, Installer, Central Office 
Technician, Wireless Technician or Private Branch Exchange Technician. 

LICENSE/CERTIFICATE : possession of a current valid Driver's License. 

SPECIAL REQUIREMENTS : 

Performanace of essential duties require: considerable physical effort and dexterity in the use of fingers, limbs 
and body; excellent visual acuity; exposure to inclement weather and working conditions that are somewhat 
disagreeable in underground locations; the use of ladders and aerial lift bucket; and lifting of up to 50 pounds of 
equipment. Candidates must demonstrate the ability to identify a variety of color codes. This will be evaluated 
during the probationary period. 

Effective date: unknown 

Amended date: 



Reason for Amanedment: to accurately reflect the current tasks, knowledge, skill and abilities, and minimum 
qualifications defined in the most recent job analysis conducted for this job code. 



NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 



ox. v 

,„/ uv Notice No.: N042-01/02 

Posting Date: 7/03/02 

he following actions are being posted in accordance with Rule 109. In the absence of requests to meet addressed to the 
luman Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

)"EMJ AMEND THE FOLLOWING JOB SPECIFICATION: 

(Draft job specification attached.) 

54-01/02 1070 IS Project Director 

:equests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco. 
:A 94103. All requests must be received in writing no later than close of business seven (7) calendar days from the 
osting date. FAX'd copies will not be accepted as timely. 

Jopies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street. For additional information 
garding the preceding proposed action, please contact Jerry Kessler, 557-4883. 

:: Citywide 

All Bargaining Units 

Kate Favetti, CSC 

Harvey Rose, Budget Analyst 

Janet Bosnich, ERD , ,. irklTC nPPT 

Donna Marchuk, ERD DOCUMENT b Utr I. 

Janet Rogers, ERD 

Geoff Rothman, ERD JUL 2 200Z 

Carmela Villasica, ERD 

Vernon Nulph, DHR /SAN FRANCISCO 

Pat Pon, DHR PUBLIC LIBRARY 

MSS Team Leader 

DHR Support Services 

File 



City and County of San Francisco DOCUMENTS DEPT 

Department of Human Resources 

JUL 2 2002 

1070 IS PROJECT DIRECTOR pub™librar? 

Definition : Under administrative direction, plans, directs and coordinates the operations and activities of a shop 
)f moderate complexity or a distinct and/or varied unit of a complex shop; exercises discretion in applying 
general goal and policy statements and in resolving organizational and service delivery problems; may manage 
projects across sectional lines and/or major development projects; assumes supervisory responsibilities, 
ncluding performance evaluations, training, selection and disciplinary actions. 

Distinguishing Features : The IS Project Director class is the highest level in the IS professional series. This 
;lass is distinguished from the supervisory level in the various IS series by its higher and interdisciplinary 
•esponsibility. It is distinguished from the IS Director/Manager series by the lower complexity and scale of the 
mits managed. Work is accomplished within a broad framework, with sole authority and responsibility in a 
given functional area(s) of service. Requires creative ability, resourcefulness and discriminating judgement in 
he analysis and solution of complex problems, and the ability to make technical decisions on specialized 
natters. Work is reviewed in terms of fulfillment of goals, program effectiveness and soundness of judgement. 

VOTE: The degree to which size and complexity are distinguished between this class and the IS Directors/ Manager Series depends 
?n a variety of factors: including number of employees under the manager's authority, value of assets for which the manager is held 
iccountable number of users dependent upon the system and number of applications being run. variety of platforms and their 
nterconnections within the organization, the level of new and emerging technologies employed in the organization, the allowable 
nargin of error before critical operations of the users are impacted, the impact and potential for errors as measured by the likelihood 
if error and the cost to recover from errors, the frequency of required operational changes to meet the needs of users, and the extent 
'hat expert advice is readily available. 

Supervision Exercised: Supervises a variety of professional and technical staff, as well as contractors 
Derforming information systems work for the City/County; when assigned to DTIS Project Management Office, 
;oach, mentor, and audit IS Project Directors within the organization in all aspects of IS Project Management. 

Examples of Important and Essential Duties: 

According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned 
to this class(es) and are not intended to be an inclusive list. 

1 . Organize, direct and supervise the work of subordinate staff. 

2. Participate in the development and implementation of goals, objectives, policies, priorities 
and procedures for the assigned programs. 

3. Ensure that activities are completed in a timely and efficient manner consistent with defined 
policies and regulations. 

4. Assume significant responsibility for the preparation and administration of assigned 
budget(s). 

5. Represent the department at various meetings. 

6. Coordinate training programs for staff and users; design, fund, schedule and/or arrange for outside 
trainers. 



San Francisco: IS Project Director 

7. Function as liaison to other units or departments for data processing activities; coordinate 
sharing of common software applications and data. 

8. Develop and present information systems Master Plan. 

9. Develop, program and maintain unit data processing applications. 

1 0. Review and provide direction for system production activities. 

1 1 . Install new devices and software for computer and telecommunication systems; and/or 
coordinate installation plans with vendors, administrators, users, programmers, analysts, etc. 

12. Perform complex system administrator and/or production functions for computer and 
communication systems. 

13. Monitor, analyze and resolve problems for systems with varied environments, including PC- 
based networks, mini computers, mainframes and the like. 

14. Evaluate hardware and software. 

15. Coordinate consultants in the purchase of hardware and software and the establishment of 
custom software applications for departments. 

16. May prepare specifications and purchase orders; manage vendor accounts; recommend 
consulting services as needed: establish maintenance contracts for equipment. 

1 7. Evaluate and recommend department equipment purchases; may maintain inventories of 
materials, supplies and equipment. 

1 8. Perform related duties and responsibilities, as required. 

Job Related and Essential Qualifications: 

Knowledge of : Project management and information systems development and maintenance; technical, 
operational, and programming problem solving analysis; computer languages; systems design: common 
operating systems and relational database systems; interactive or macro-based applications; practices and 
techniques of supervision; training techniques; job flow within a large scale data processing environment; and 
data processing methods. 

Ability to : Supervise and direct a group of technical employees, including the ability to provide counseling and 
mediation; persuade, convince and train others; advise and interpret regarding the application of policies, 
procedures and standards to specific situations; exercise judgement, decisiveness and creativity required in 
situations involving the direction, control and planning of an entire program or multiple programs; modify 
existing policies, strategies and/or methods to meet unusual conditions within the context of existing 
management principles; communicate effectively orally and in writing; establish and maintain good working 
relationships with department personnel, staff, vendors, and peers; use logic and analysis to solve computer and 
systems problems; read and understand professional and technical journals and literature; produce complex 
reports; prioritize competing requests for service. 



'an Francisco: IS Project Director 

Experience and Training Guidelines : Any combination of training and experience that could likely provide the required 
nowledge and abilities may be qualifying. A typical way to obtain this would be: 

Experience : At least seven to eight years closely related experience, including one to three years supervisor)' 
xperience, which demonstrates the knowledge and ability to exercise supervisory responsibilities. 

'raining : Bachelor's degree, preferably in computer science, data processing operations, business 
dministration or related field. 

iicense or Certificate : None 

pecial Requirements : Essential duties require the following physical skills and work requirements: May require sufficient 
trength and coordination for lifting, pushing, pulling and/or carrying the weight of computer equipment, 
.equires bending, stooping and/or crawling in order to install or repair computer or printer cables. Requires 
and/eye coordination for semi-skilled movements, such as taking apart casings, installing parts and 
jconnecting computers, and keyboard use. Involves extensive VDT exposure. 

Iffective Date : MAY 17, 1997 
.mended Date: 



Leason for Amendment : Supervision Exercised modified. 




y and County of San Francisco /fj^§A*\ Department of Human Resources 



ANDREA R. GOURDINE 
HUMAN RESOURCES DIRECTOR 



'oi/ 



NOTICE OF FINAL ACTION TAKEN BY THE 
HUMAN RESOURCES DIRECTOR 



NOTICE NUMBER REVISED 



Date: July 16, 2002 

Re: Notice of Proposed Classification Actions - N001 -02/03 (copy attached) 



Notice number N042-01/02 has been corrected to reflect the current fiscal year The notice number has 
been changed to N001 -02/03 and the item number has been changed to 001-02/03. No other changes 
have been made on this classification action. 



Andrea R Gourdine 
Human Resources Director 



by: C WW 



MarshjB Stroope" 

Deputy Director, Merit System Services 



cc: Citywide 

All Bargaining Units 

Kate Favetti, CSC 

Harvey Rose, Budget Analyst 

Janet Bosnich, ERD _ 

Donna Marchuk, ERD DOCUMENTS DEP I . 

Janet Rogers, ERD 

Geoff Rothman, ERD ,.11 2 3 2002 

Carmela Villasica, ERD JUL 

Vernon Nulph, DHR qAN fra ncISCO 

Pat Pon, DHR PUBLIC LIBRAHY 

MSS Team Leader 

DHR Support Services 

File 



44 Gough Street • San Francisco, CA 94103-1233 



NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 



NOTICE NUMBER & ITEM NUMBER REVISED 



N001 -02/03 
Notice No.: NQ43 01/02 

Posting Date: 7/03/02 

The following actions are being posted in accordance with Rule 109. in the absence of requests to meet addressed to the 
Human Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

ITEM# AMEND THE FOLLOWING JOB SPECIFICATION: 

(Draft job specification attached.) 

001-02/03 1070 IS Project Director 

Requests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco, 
CA 94103. All requests must be received in writing no later than close of business seven (7) calendar days from the 
posting date. FAX'd copies will not be accepted as timely. 

Copies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street. For additional information 
regarding the preceding proposed action, please contact Jerry Kessler, 557-4883. 

cc: Citywide 

All Bargaining Units 
Kate Favetti, CSC 
Harvey Rose, Budget Analyst 
Janet Bosnich, ERD 
Donna Marchuk, ERD 
Janet Rogers, ERD 
Geoff Rothman, ERD 
Carmela Villasica, ERD 
Vernon Nulph, DHR 
PatPon, DHR 
MSS Team Leader 
DHR Support Services 
File 



City and County of San Francisco DOCUMENTS DEPT. 

Department of Human Resources 

y J JUL 2 3 2002 

1070 IS PROJECT DIRECTOR pSbuc A lS?S? 

)efinition : Under administrative direction, plans, directs and coordinates the operations and activities of a shop 
if moderate complexity or a distinct and/or varied unit of a complex shop; exercises discretion in applying 
general goal and policy statements and in resolving organizational and service delivery problems; may manage 
projects across sectional lines and/or major development projects; assumes supervisory responsibilities, 
ncluding performance evaluations, training, selection and disciplinary actions. 

distinguishing Features : The IS Project Director class is the highest level in the IS professional series. This 
ilass is distinguished from the supervisory level in the various IS series by its higher and interdisciplinary 
esponsibility. It is distinguished from the IS Director/Manager series by the lower complexity and scale of the 
inits managed. Work is accomplished within a broad framework, with sole authority and responsibility in a 
;iven functional area(s) of service. Requires creative ability, resourcefulness and discriminating judgement in 
he analysis and solution of complex problems, and the ability to make technical decisions on specialized 
batters. Work is reviewed in terms of fulfillment of goals, program effectiveness and soundness of judgement. 

IOTE: The degree to which size and complexity are distinguished between this class and the IS Directors/ Manager Series depends 
n a variety of factors: including number of employees under the manager's authority, value of assets for which the manager is held 
accountable number of users dependent upon the system and number of applications being run- variety of platforms and their 
\iterconnections within the organization, the level of new and emerging technologies employed in the organization, the allowable 
war gin of error before critical operations of the users are impacted, the impact and potential for errors as measured by the likelihood 
\f error and the cost to recover from errors, the frequency of required operational changes to meet the needs of users, and the extent 
hat expert advice is readily available. 

iupervision Exercised: Supervises a variety of professional and technical staff, as well as contractors 
lerforming information systems work for the City/County; when assigned to DTIS Project Management Office, 
oach, mentor, and audit IS Project Directors within the organization in all aspects of IS Project Management. 

Examples of Important and Essential Duties: 

According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned 
o this class(es) and are not intended to be an inclusive list. 

Organize, direct and supervise the work of subordinate staff. 

Participate in the development and implementation of goals, objectives, policies, priorities 

and procedures for the assigned programs. 

Ensure that activities are completed in a timely and efficient manner consistent with defined 

policies and regulations. 

Assume significant responsibility for the preparation and administration of assigned 

budget(s). 

Represent the department at various meetings. 

Coordinate training programs for staff and users; design, fund, schedule and/or arrange for outside 

trainers. 



San Francisco: IS Project Director 



7. Function as liaison to other units or departments for data processing activities; coordinate 
sharing of common software applications and data. 

8. Develop and present information systems Master Plan, 

9. Develop, program and maintain unit data processing applications. 

10. Review and provide direction for system production activities. 

1 1 . Install new devices and software for computer and telecommunication systems; and/or 
coordinate installation plans with vendors, administrators, users, programmers, analysts, etc. 

12. Perform complex system administrator and/or production functions for computer and 
communication systems. 

13. Monitor, analyze and resolve problems for systems with varied environments, including PC- 
based networks, mini computers, mainframes and the like. 

14. Evaluate hardware and software. 

15. Coordinate consultants in the purchase of hardware and software and the establishment of 
custom software applications for departments. 

16. May prepare specifications and purchase orders; manage vendor accounts; recommend 
consulting services as needed: establish maintenance contracts for equipment. 

1 7. Evaluate and recommend department equipment purchases; may maintain inventories of 
materials, supplies and equipment. 

1 8. Perform related duties and responsibilities, as required. 

Job Related and Essential Qualifications: 

Knowledge of : Project management and information systems development and maintenance; technical, 
operational, and programming problem solving analysis; computer languages; systems design: common 
operating systems and relational database systems; interactive or macro-based applications; practices and 
techniques of supervision; training techniques; job flow within a large scale data processing environment; and 
data processing methods. 

Ability to : Supervise and direct a group of technical employees, including the ability to provide counseling and 
mediation; persuade, convince and train others; advise and interpret regarding the application of policies, 
procedures and standards to specific situations; exercise judgement, decisiveness and creativity required in 
situations involving the direction, control and planning of an entire program or multiple programs; modify 
existing policies, strategies and/or methods to meet unusual conditions within the context of existing 
management principles; communicate effectively orally and in writing; establish and maintain good working 
relationships with department personnel, staff, vendors, and peers; use logic and analysis to solve computer and 
systems problems; read and understand professional and technical journals and literature; produce complex 
reports; prioritize competing requests for service. 



an Francisco: IS Project Director 

Ixperience and Training Guidelines : Any combination of training and experience that could likely provide the required 
lowledge and abilities may be qualifying. A typical way to obtain this would be: 

Ixperience : At least seven to eight years closely related experience, including one to three years supervisory 
xperience, which demonstrates the knowledge and ability to exercise supervisory responsibilities. 

'raining : Bachelor's degree, preferably in computer science, data processing operations, business 
dministration or related field. 

,icense or Certificate : None 

pecial Requirements : Essential duties require the following physical skills and work requirements: May require sufficient 
trength and coordination for lifting, pushing, pulling and/or carrying the weight of computer equipment, 
.equires bending, stooping and/or crawling in order to install or repair computer or printer cables. Requires 
and/eye coordination for semi-skilled movements, such as taking apart casings, installing parts and 
^connecting computers, and keyboard use. Involves extensive VDT exposure. 

ifective Date : May 17, 1997 
.mended Date : July 12, 2002 
leason for Amendment : Supervision Exercised modified. 



p NOTICE OF PROPOSED CLASSIFICATION ACTIONS 

irjr BY THE HUMAN RESOURCES DIRECTOR 

' ^ Notice No.: N004-02/03 

toy- 01/53 Posting Date: 09/04/02 

1/c '//o^ 

he following actions are being posted in accordance with Rule 109. In the absence of requests to meet addressed to the 
uman Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

-EM# AMEND THE FOLLOWING JOB SPECIFICATION: 

(Draft job specification attached.) 

36-02/03 7308 Cable Splicer 

lequests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco, 
;A 94103. All requests must be received in writing no later than close of business seven (7) calendar days from the 
osting date. FAX'd copies will not be accepted as timely. 

or additional information regarding the preceding proposed action, please contact Karen Taylor, 557-4872. 

;opies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street. . 

c: All Bargaining Units 
Citywide 

Kate Favetti, CSC 
Harvey Rose, Budget Analyst 
Janet Bosnich, ERD 
Elaine Leeming, ERD 
Donna Marchuk, ERD 
Janet Rogers, ERD 
Geoff Rothman, ERD 
Carmela Villasica, ERD 
Vernon Nulph, DHR 
PatPon, DHR 
MSS Team Leader 
DHR Support Services 
File 

DOCUMENTS DEPT. 
AUG 2 7 2002 

SAN FRANCISCO 
PUBLIC LIBRARY 



DOCUMENTS DEPT. 

AUG 2 7 2002 
CITY AND COUNTY OF SAN FRANCISCO FRANC ,SC0 

DEPARTMENT OF HUMAN RESOURCES PUBLIC LIBRARY 

JOB CODE TITLE: CABLE SPLICER JOB CODE: 7308 

DEFINITION : 

Under general supervision, performs journey level cable repair and trouble shooting tasks relative to 
installation and maintenance of communication, data exchange, monitoring, and alarm systems owned 
or subscribed to by the City and County of San Francisco. 

DISTINGUISHING FEATURES : 

Positions in this class are distinguished from the 7275 Telecommunications Technician Supervisor in 
that they do not have supervisory functions. 

SUPERVISION EXERCISED: 

None. May provide technical expertise and information for outside wiring contractors. 

Examples of important and essential duties : 

1 . Installs, arranges, splices, terminates and tests data and telecommunication cables, including 
copper and/or fiber optics cables. 

2. Troubleshoots copper cable and fiber optic installations using copper analyzing equipment, 
optical time domain reflectometers (OTDRs), power meters and light sources, and other 
diagnostic tools, equipment and procedures. 

3. Locates and repairs cable faults; installs underground cable; performs cable sizing, gauging, 
splicing, terminating and closing; uses proper confined space entry procedures in underground 
vaults. 

4. Installs, arranges, disconnects and troubleshoots telephone facilities and services subscribed to or 
owned by the City and County of San Francisco; utilizes field testing equipment to test and 
troubleshoot analog and digital services. 

5. Performs installations, testing, and acceptance of voice and data grade circuits on both copper 
and fiber optic cabling. 

6. Performs software administration on telephone switches and various telecommunication systems, 
including public safety systems; installs horizontal telephone and voice data station wiring. 

7. Maintains and updates database of installation and repair work, service requests and work orders; 
maintains database of parts and components inventory. 

8. Provides technical expertise and information to engineering staff and outside wiring contractors 
as needed. 

9. Estimates cost of voice and data installations; maintains records of materials ordered. 

10. Performs related duties as assigned. 



JOB CODE TITLE: CABLE SPLICER JOB CODE: 7308 

Job related and essential qualifications : 

Knowledge of : voice and data cabling procedures necessary for the installation and maintenance of 
inside and outside plant copper and fiber optic cable and telecommunications facilities; industry cross- 
connect practices used to test and turn up voice and data systems; basic safety practices and work 
procedures in the use of tools, material and equipment. 

Ability and Skill to : analyze and troubleshoot ca tie and communication systems; communicate orally 
and in writing; read schematic drawings, blueprin 3 and layout work; identify a variety of color codes; 
work effectively with others; keep accurate worl -related records; use computer software to provide 
circuit provisioning and data capture; to access, nput, and maintain records and data; research and 
prepare reports; use tools and test equipment r quired for repairing, replacing and splicing multi 
conductor copper and fiber optic cables and for tes ing, preparing and sealing cables. 

Experience and training guideline s: 
Specialty A: 

Four years experience working in the telecommunications industry as a Cable Splicer, which includes 
two years experience installing, arranging, splicing, terminating and testing copper cabling and two 
years experience installing, arranging, splicing, terminating and testing fiber optics cabling. 

Specialty B: 

Four years experience working in the telecommunications industry as a Technician, Installer, Central 
Office Technician, Wireless Technician or Private Branch Exchange Technician. 

LICENSE/CERTIFICATE : possession of a current valid Driver License. 

SPECIAL REQUIREMENTS : 

Performance of essential duties require: considerable physical effort and dexterity in the use of fingers, 
limbs and body; excellent visual acuity; exposure to inclement weather and working conditions that are 
somewhat. disagreeable in underground locations; the use of ladders and aerial lift bucket; and lifting of 
up to 50 pounds of equipment. Candidates must demonstrate the ability to identify a variety of color 
codes. This will be evaluated during the probationary period. 

Effective date: June 1, 1961 

Amended date: 

Reason for Amendment: to accurately reflect the current tasks, knowledge, skill and abilities, and 
minimum qualifications defined in the most recent job analysis conducted for this job code. 



NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 

i, 01/03, Notice No.: N01 3-02/03 

1 " Posting Date: 12/06/02 



The following actions are being posted in accordance with Rule 109. In the absence of requests to meet addressed to the 
Human Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

TEM # AMEND THE FOLLOWING JOB SPECIFICATION: 



(Draft job specification attached.) 
543-02/03 1 844 Senior Management Assistant 
r or additional information regarding the preceding proposed action, please contact Karen Taylor, 557-4872. 

TEM# AMEND THE FOLLOWING JOB SPECIFICATIONS: 

(Draft job specifications attached.) 

544-02/03 1630 Account Clerk 
545-02/03 1632 Senior Account Clerk 

z or additional information regarding the preceding proposed actions, please contact Elaine Lee, 557-4934. 

* / 

Requests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco, CA 
34103. All requests must be received in writing no later than close of business seven (7) calendar days from the posting 
late. FAX'd copies will be accepted as timely with original to follow. 

3opies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street. 

x: All Employee Organizations 

Citywide distribution 

Kate Favetti, CSC 

Harvey Rose, Budget Analyst 

Janet Bosnich, ERD 

Donna Marchuk, ERD 

Janet Rogers, ERD 

Geoff Rothman, ERD 

Carmela Villasica, ERD 

Vernon Nulph, DHR DOCUMENTS DEPT. 

Linda Cosico, DHR 

MSS Team Leaders fj£p 1 a o nn? 

DHR Support Services u LmL 

Flle SAN FRANCISCO 

PUBLIC LIBRARY 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: SENIOR MANAGEMENT ASSISTANT JOB CODE: 1844 

Business Unit: COMMN 

Definition : Under direction, the Senior Management Assistant performs difficult and complex professional level 
administrative and/or management duties in a variety of functional areas, such as: office/operations management; 
budget development, administration and fiscal reporting; development and administration of contractual agreements, 
leases and grants; evaluation and development of management policies and procedures; management of department 
specific programs and functions. 

Distinguishing Features : Class 1844 Senior Management Assistant is the highest level in the management assistant 
series. It is distinguished from the next lower class, 1842 Management Assistant, in that its assignments are of a more 
difficult and complex nature. 

Supervision Exercised : Depending on assignment, may supervise assigned clerical, technical and subordinate 
professional staff. 

Examples of Important and Essential Duties : According to Civil Service Commission Rule 109, the duties specified 
below are representative of the range of duties assigned to this class and are not intended to be an inclusive list. 

1. Manages the resources and staffing of an office, section, operation or program: monitors available budget and 
maximizes use of existing staff and resources; recommends changes in staffing and/or acquisition of 
equipment/materials; oversees various staffing and personnel-related functions; oversees purchasing, billing and 
inventory control; coordinates building security, maintenance and utilization of space. 

2. Manages the functions of an office, section, operation or program: plans, prioritizes and schedules workload, 
delegating specific tasks as necessary to subordinate staff ; coordinates and oversees clerical & technical support 
activities; monitors productivity and evaluates outcomes; compiles and produces a variety of status reports for 
management; ensures compliance with established departmental policies, procedures and goals, as well as legal 
requirements and regulatory mandates. 

3. Supervises the work of assigned staff: plans, assigns, directs and reviews work; monitors and evaluates 
performance of subordinate personnel; completes performance appraisals and counsels employees; provides 
training and aids in staff development; fosters- cooperation and teamwork amongst staff. 

4. Coordinates work and/or planning functions with other offices, programs, agencies, contractors, departments and 
members of the public to meet established goals and objectives: acts as liaison and promotes good working 
relationships with other offices, programs, agencies, contractors, departments and members of the public; 
addresses issues relevant to assigned office, program, operation or section with departmental personnel, 
representatives of other departments and outside agencies, and members of the public, including resolution of 
problems and complaints; arranges meetings, develops agenda and conducts meetings as needed; participates in 
department meetings, including making presentations; may represent department at meetings and hearings. 

5. Performs a variety of research and reporting functions: identifies issues; consults with departmental personnel and 
other individuals/experts; evaluates information and documentation from a wide variety of sources; conducts 
surveys and needs assessment; gathers, compiles and analyzes statistical and other data; writes reports and 
prepares documentation for evaluation by management and/or administrative staff; presents reports and data, 
including formal presentations to groups. 

6. Develops and/or recommends policies, procedures and work practices for an office, program, operation or section: 
reviews and evaluates existing policies, procedures and work practices; consults with managers, administrators and 
other staff; views and evaluates the effect of proposed and existing legislation, regulations and law on 
organizational structure and operations; develops/recommends and implements changes to policies and procedures 
in compliance with overall City/departmental policies and goals. 

7. Performs or assists in budget development, resource planning, and fiscal reporting: assesses staff and resource 
needs of office, program, operation or section based on research and consultation with managers and 
administrative staff; reviews budget requests from departmental managers; assists in development of annual 
departmental budget; monitors revenues and/or expenditures; performs fiscal/financial analysis; gathers 
information and prepares reports related to budget, fiscal, resource and staffing issues. 

8. Develops and administers contractual agreements: develops language and specifications; prepares contractual 
documents; prepares requests for proposals and bid solicitation; consults with departmental staff to ensure that 
departmental requirements are accurately described; evaluates bid information provided by contractors/vendors; 
establishes and maintains contractual relationships; monitors legal agreements to ensure ongoing compliance. 



JOB CODE TITLE: SENIOR MANAGEMENT ASSISTANT JOB CODE: 1844 

Business Unit: COMMN 

9. Monitors and oversees grants received and/or disbursed by department: when overseeing grants received by 
department, prepares grant proposals, reviews funding limitations and other requirements specified by grantor, 
monitors departmental expenditures to ensure funding limitations are not exceeded, monitors other criteria to 
ensure compliance with standards required by grantor; when overseeing grants awarded and disbursed by 
department, determines fund for specific grant categories, drafts grant guidelines and eligibility requirements, 
reviews grant applications for compliance with guidelines/requirements, creates and leads panels that make 
recommendations for grant awards, may provide technical assistance to grantees to assure ongoing compliance 
with terms of grant. 

Job Related and Essential Qualifications : 

Knowledge of : principles, procedures, protocols, legal standards and regulations utilized in a variety of management 
and administrative functions such as: management and/or supervision of an office, program, operation, section or 
facility; budget planning and development; financial/fiscal monitoring and reporting activities; evaluation and 
development of management policies and procedures; evaluation of existing and proposed legislation, legal standards 
& regulatory mandates;' development and administration of contractual agreements; grant oversight and monitoring. 
Ability to : interpret and apply established management and supervisory principles, policies and procedures; plan, 
assign, train, direct and monitor the work of assigned staff; evaluate performance and counsel employees; effectively 
utilize existing staff and resources; direct, monitor and evaluate the functions, staffing and resources of a program, 
office or section, including projection of staffing and material needs; develop and/or make recommendations for 
operational methods, policies and procedures, including implementation of changes and evaluation of impact; 
prioritize and organize multiple assignments and projects for self and others; exercise sound judgement and 
appropriately refer issues to managers; coordinate work and functions with other offices, programs or sections; ensure 
compliance with established policies and procedures; facilitate attainment of established goals and objectives; identify, 
gather and evaluate information from a variety of sources; formulate logical conclusions and develop effective courses 
of action and/or recommendations; use computer applications, including e-mail, word processing, spreadsheets, 
databases and the internet to prepare correspondence, reports and other documentation, extract and process information 
and create and maintain records; prepare clear, accurate and well-organized reports, memos, and correspondence; 
speak clearly and concisely in order to effectively express ideas and communicate work-related information to a 
variety of individuals and groups; listen, ask appropriate questions and effectively elicit information; establish and 
maintain effective working relationships with staff, officials and the general public. 

Education and Experience Guidelines : 

1. Possession of a baccalaureate degree from an accredited college or university with major coursework in public or 

business-administration, accounting, financej-econamics, social-sciences, education-©? related f ields, or oth e r sub ject 

areas closely related to a specific departmental program or function; AND 

2a. Three years experience performing professional-level management and/or administrative duties in functional areas 

such as: program/office/operations management, budget development and/or administration, development and 

administration of contractual agreements and/or grants, or other closely related functional areas; or 

2b. Two years experience in Class 1842 Management Assistant or Class 1822 Administrative Analyst. 

Substitution : Applicants who possess an associate degree, or who have com pleted a m inimum of 60jemester/90 
quarter units, from an accredited college or university may substitute additional qualifying experience as described in 
#2a above for up to two years of the required education. The completed college course work must include at least 18 
semester/27 quarter units in college-level academic areas related to the essential functions of Class 1844, including 
composition, mathematics, and critical thinking. One year (2000 hours) of additional qualifying experience will be 
considered equivalent to 30 semester units/45 quarter units. 

Effective Date : January 4, 1962 

Amended : October 29, 1999 

Amended : 

Reason for Amendment : To accurately reflect the current tasks, knowledge, skills and abilities defined in the most 

recent job analysis conducted for this class. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: ACCOUNT CLERK JOB CODE: 1630 

BUSINESS UNIT: COMMN 
SFUSD, SFCCD, MTA 

Under general supervision, performs routine bookkeeping and financial record keeping operations within complex 
accounting systems. Incumbents post, adjust and balance entries to ledgers; verify the correctness of accounting 
documents; respond to inquiries and provide financial information; organize and file source documents; perform 
operations involving automated accounting systems and spreadsheet programs and perform related duties as 
required. 

Distinguishing Features: 

This is the journey-level position in the Account Clerk series. It is distinguished from the 1632 Senior Account 
Clerk in mat it has no supervisory responsibilities, and incumbents perform work which is less complex and 
analytical than that performed by incumbents in the 1632. 

Supervision Exercised: 

None 

Examples of Important and Essential Duties: 

"77ms class specification shall be descriptive of the class and shall not be considered as a restriction on the 

assignment of duties not specifically listed. " (CSC Rule 109) 

1 . Performs routine bookkeeping and financial record-keeping operations within complex accounting systems 
in order to ensure accurate balances and available budgeted funds. 

2. Posts, adjusts and balances entries to subsidiary ledgers by searching out details and resolving numerical 
imbalances. 

3 . Verifies correctness of accounting documents by comparing postings to source documents and checking 
calculations for accuracy. 

4. Responds to inquiries from other units, departments or the general public by extracting information and 
providing summaries to callers or in person. 

5. Organizes and files source documents such as invoices, purchase orders, payment vouchers and 
other related documents according to accepted practice and in order to locate them readily in the 
event of the need for research at a later date. 

6. Performs tasks in software related to accounting, including databases, automated accounting 
systems, spreadsheets and word processing. 

7. Assists in the maintenance of cost control records. 

8. Reports available budget balances and expenditures by uniform account classifications. 

9. Assists in reconciling and summarizing accounts. 

10. Performs mathematical calculations such as addition, subtraction, multiplication and division in 
order to arrive at correct balances when working on financial and accounting matters such as cost 
records, deposits, expenditures, allocations, taxes and penalties. 

1 1 . Prepares statements, orders, receipts and related forms as required. 

12. Inputs simple accounting documents for processing vendor payments. 

Job Related and Essential Qualifications: 

Knowledge of: financial record keeping and elementary accounting methods such as posting, adjusting, 
balancing, reconciling and single-entry bookkeeping; office clerical procedures such as filing, coding, indexing and 
proofreading accounting documentation; and elementary mathematics. 

Ability to: perform accurate mathematical calculations; establish effective working relationships with 
departmental and non-departmental staff; apply accounting principles to a complex accounting system; navigate 
through and perform tasks in the various computer software (accounting systems, tax programs, spreadsheets, word 



JOB CODE TITLE: ACCOUNT CLERK JOB CODE: 1630 

BUSINESS UNIT: COMMN 
SFUSD, SFCCD, MTA 

processing and database systems) required for financial transactions; and communicate effectively both orally and 
in writing. 

Experience and Training Guidelines: 
Experience: 

1) Six (6) months of bookkeeping or financial record keeping experience. Such experience typically 
includes posting, adjusting and balancing entries to ledgers; verifying correctness of financial 
documents; maintaining expenditure records; and reconciling subsidiary accounts; AND 

2) The ability and willingness to use a computer and to learn to use assigned software. 

Substitution: 



Successful completion of college coursework from an accredited college or university in accounting may 
be substituted for experience at the rate of one semester unit or equivalent quarter units for each month of 
experience. 

Effective Date: 1/12/61 
Amended Date: 7/23/99 
Amended Date: 

Reason for Amendment: 

To accurately reflect the current task, knowledge, skills and abilities defined in the most recent job analysis 
conducted for this job code. 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: SENIOR ACCOUNT CLERK JOB CODE: 1632 

BUSINESS UNIT: COMMN 
SFUSD, SFCCD, MTA 

DEFINITION: 

Under general supervision, performs difficult bookkeeping and financial record keeping operations within 
complex accounting systems and may direct the work of a small clerical staff. Incumbents interpret, enforce and 
carry out existing policies and procedures relative to financial record keeping activities; make regular contacts 
with other departmental personnel and the general public in connection with bookkeeping and financial 
operations; prepare and maintain a variety of complex financial and bookkeeping records and reports; post, 
adjust and balance entries to ledgers; verify the correctness of accounting documents; respond to inquiries and 
provide financial information; organize and file source documents; perform operations involving automated 
accounting systems and spreadsheet programs and perform related duties as required. 

DISTINGUISHING FEATURES: 

This is the senior-level position in the Account Clerk series. It is distinguished from the 1630 Account Clerk in 
that it may have lead-worker responsibilities, and incumbents perform work that is more complex and analytical 
than that performed by incumbents in the 1630. 

SUPERVISION EXERCISED: 



May coordinate the work of a small clerical staff. 

EXAMPLES OF IMPORTANT AND ESSENTIAL DUTDZS: 

"This class specification shall be descriptive of the class and shall not be considered as a restriction 
on the assignment of duties not specifically listed. " (CSC Rule 109) 

1 . Performs difficult bookkeeping and financial record-keeping operations within complex accounting systems 
in order to ensure accurate balances and available budgeted funds. 

2. Posts, adjusts and balances entries to subsidiary ledgers by searching out details and reconciling account 
discrepancies. 

3. Verifies correctness of accounting documents by comparing postings to source documents and checking 
calculations for accuracy. 

4. Responds to inquiries and provides financial information to other units, individuals and the general public 
regarding the status of accounts, payments, issuance of checks and availability of balances by extracting 
information from documents and answering questions. 

5. Organizes and files source documents according to accepted practice. 

6. Performs tasks in software related to accounting, including databases, automated accounting systems, 
spreadsheets and word processing. 

7. Calculates encumbered balances of blanket purchase orders and contract orders to ensure that funds are 
available for payment. 

8. Identifies discrepancies between departmental records and the City's accounting system. 

9. Assists in the compilation of financial data for accounting and financial purposes. 

10. Prepares accounting documents including requisitions for purchase orders, journal entries, encumbrances 
and payment documents. 

11. Performs mathematical calculations such as addition, subtraction, multiplication and division in order to 
arrive at correct balances when working on financial and accounting matters such as cost records, deposits, 
expenditures, allocations, taxes and penalties. 

12. Reconciles bank statements and revolving fund balances. 



JOB CODE TITLE: SENIOR ACCOUNT CLERK JOB CODE: 1632 

BUSINESS UNIT: COMMN 
SFUSD, SFCCD, MTA 

1 3 . Prepares basic financial schedules and reports using spreadsheet programs such as Lotus, Excel and 
QuattroPro. 

14. May direct the work of a small clerical staff. 

JOB RELATED AND ESSENTIAL QUALIFICATIONS: 

Knowledge of: financial record keeping and elementary accounting methods such as posting, adjusting, 
balancing, reconciling and single-entry bookkeeping; office clerical procedures such as filing, coding, indexing 
and proofreading accounting documentation; and elementary mathematics. 

Ability to: analyze financial record keeping problems and suggest corrective actions; prepare and analyze 
financial reports; coordinate and inspect the work of a small clerical unit; perform accurate mathematical 
calculations; establish effective working relationships with departmental and non-departmental staff; apply 
accounting principles to a complex accounting system; navigate through and perform tasks in the various 
computer software (accounting systems, tax programs, spreadsheets, word processing and database systems) 
required for financial transactions; and communicate effectively both orally and in writing. 

EXPERIENCE AND TRAINING GLTDELTNES: 



Experience: 

1) Eighteen (18) months of bookkeeping and/or financial record keeping experience. Such experience 
typically includes posting, adjusting and balancing entries to ledgers; verifying correctness of 
financial documents; maintaining expenditure records; and reconciling accounts; AND 

2) The ability and willingness to use a computer and to learn to use assigned software. 

Substitution: 



Succe ssfu l c ompl etion of college coursework from ai^accredited college or university in accounting 
may be substituted for up to six (6) months of the required experience at the rate of one semester unit or 
equivalent quarter units for each month of experience. 



EFFECTIVE DATE: 4/29/68 
AMENDED DATE: . 7/23/99 _ 
AMENDED DATE: 



REASON FOR AMENDMENT: To accurately reflect the current tasks, knowledge, skills and abilities 
defined in the most recent job analysis conducted for this job code. 



NOTICE OF PROPOSED CLASSIFICATION ACTIONS 
BY THE HUMAN RESOURCES DIRECTOR 

Notice No.: N01 6-02/03 
,j, x Posting Date: 12/20/02 

\-02-j 03 

'he following actions are being posted in accordance with Rule 109. In the absence of requests to meet addressed to the 
luman Resources Director, the proposed changes will become final seven (7) calendar days from the posting date. 

EM# AMEND THE FOLLOWING JOB SPECIFICATION: 

(Draft job specification attached.) 

22-02/03 1 844 Senior Management Assistant 

Dr additional information regarding the preceding proposed action, please contact Karen Taylor, 557-4872. 

equests to meet on an item should be addressed to the Human Resources Director, 44 Gough Street, San Francisco, CA 
4103. All requests must be received in writing no later than close of business seven (7) calendar days from the posting 
ate. FAX'd copies will be accepted as timely with original to follow. 

opies of this notice may be obtained from the Information Center, 1 st floor, 44 Gough Street. 

;: All Employee Organizations 
Citywide distribution 
Kate Favetti, CSC 
Harvey Rose, Budget Analyst 
Janet Bosnich, ERD 
Donna Marchuk, ERD 
Janet Rogers, ERD 
Geoff Rothman, ERD 
Carmela Villasica, ERD 
Vernon Nulph, DHR 
Linda Cosico, DHR 
MSS Team Leaders 
DHR Support Services 
File 



DOCUMf 

DEC 2 3 2002 



CITY AND COUNTY OF SAN FRANCISCO 
DEPARTMENT OF HUMAN RESOURCES 

JOB CODE TITLE: SENIOR MANAGEMENT ASSISTANT JOB CODE: 1844 

Business Unit: COMMN, MTA, SFCCD, SFUSD 

Definition : Under direction, the Senior Management Assistant performs difficult and complex professional level 
administrative and/or management duties in a variety of functional areas, such as: office/operations management; 
budget development, administration and fiscal reporting; development and administration of contractual agreements, 
leases and grants; evaluation and development of management policies and procedures; management of department 
specific programs and functions. Performs related duties as assigned. 

Distinguishing Features : Class 1844 Senior Management Assistant is the highest level in the management assistant 
series. It is distinguished from the next lower class, 1842 Management Assistant, in that its assignments are of a more 
difficult and complex nature. 

Supervision Exercised : Depending on assignment, may supervise assigned clerical, technical and subordinate 
professional staff. 

Examples of Important and Essential Duties : According to Civil Service Commission Rule 109, the duties specified 
below are representative of the range of duties assigned to this class and are not intended to be an inclusive list. 

1. Manages the resources and staffing of an office, section, operation or program: monitors available budget and 
maximizes use of existing staff and resources; recommends changes in staffing and/or acquisition of 
equipment/materials; oversees various staffing and personnel-related functions; oversees purchasing, billing and 
inventory control; coordinates building security, maintenance and utilization of space. 

2. Manages the functions of an office, section, operation or program: plans, prioritizes and schedules workload, 
delegating specific tasks as necessary to subordinate staff ; coordinates and oversees clerical & technical support 
activities; monitors productivity and evaluates outcomes; compiles and produces a variety of status reports for 
management; ensures compliance with established departmental policies, procedures and goals, as well as legal 
requirements and regulatory mandates. 

3. Supervises the work of assigned staff: plans, assigns, directs and reviews work; monitors and evaluates 
performance of subordinate personnel; completes performance appraisals and counsels employees; provides 
training and aids in staff development; fosters cooperation and teamwork amongst staff. 

4. Coordinates work and/or planning functions with other offices, programs, agencies, contractors, departments and 
members of the public to meet established goals and objectives: acts as liaison and promotes good working 
relationships with other offices, programs, agencies, contractors, departments and members of the public; 
addresses issues relevant to assigned office, program, operation or section with departmental personnel, 
representatives of other departments and outside agencies, and members of the public, including resolution of 
problems and complaints; arranges meetings, develops agenda and conducts meetings as needed; participates in 
department meetings, including making presentations; may represent department at meetings and hearings. 

5. Performs a variety of research and reporting functions: identifies issues; consults with departmental personnel and 
other individuals/experts; evaluates information and documentation from a wide variety of sources; conducts 
surveys and needs assessment; gathers, compiles and analyzes statistical and other data; writes reports and 
prepares documentation for evaluation by management and/or administrative staff; presents reports and data, 
including formal presentations to groups. 

6. Develops and/or recommends policies, procedures and work practices for an office, program, operation or section: 
reviews and evaluates existing policies, procedures and work practices; consults with managers, administrators and 
other staff; views and evaluates the effect of proposed and existing legislation, regulations and law on 
organizational structure and operations; develops/recommends and implements changes to policies and procedures 
in compliance with overall City/departmental policies and goals. 

7. Performs or assists in budget development, resource planning, and fiscal reporting: assesses staff and resource 
needs of office, program, operation or section based on research and consultation with managers and 
administrative staff; reviews budget requests from departmental managers; assists in development of annual 
departmental budget; monitors revenues and/or expenditures; performs fiscal/financial analysis; gathers 
information and prepares reports related to budget, fiscal, resource and staffing issues. 

8. Develops and administers contractual agreements: develops language and specifications; prepares contractual 
documents; prepares requests for proposals and bid solicitation; consults with departmental staff to ensure that 
departmental requirements are accurately described; evaluates bid information provided by contractors/vendors; 
establishes and maintains contractual relationships; monitors legal agreements to ensure ongoing compliance. 



Job Code Title: Senior Management Assistant Job Code: 1844 

Business Unit: COMMN, MTA, 
SFCCD, SFUSD 

9. Monitors and oversees grants received and/or disbursed by department: when overseeing grants received by 
department, prepares grant proposals, reviews funding limitations and other requirements specified by grantor, 
monitors departmental expenditures to ensure funding limitations are not exceeded, monitors other criteria to 
ensure compliance with standards required by grantor; when overseeing grants awarded and disbursed by 
department, determines fund for specific grant categories, drafts grant guidelines and eligibility requirements, 
reviews grant applications for compliance with guidelines/requirements, creates and leads panels that make 
recommendations for grant awards, may provide technical assistance to grantees to assure ongoing compliance 
with terms of grant. 

Job Related and Essential Qualifications : 

Knowledge of : principles, procedures, protocols, legal standards and regulations utilized in a variety of management 
and administrative functions such as: management and/or supervision of an office, program, operation, section or 
facility; budget planning and development; financial/fiscal monitoring and reporting activities; evaluation and 
development of management policies and procedures; evaluation of existing and proposed legislation, legal standards 
& regulatory mandates; development and administration of contractual agreements; grant oversight and monitoring. 
Ability to : interpret and apply established management and supervisory principles, policies and procedures; plan, 
assign, train, direct and monitor the work of assigned staff; evaluate performance and counsel employees; effectively 
utilize existing staff and resources; direct, monitor and evaluate the functions, staffing and resources of a program, 
office or section, including projection of staffing and material needs; develop and/or make recommendations for 
operational methods, policies and procedures, including implementation of changes and evaluation of impact; 
prioritize and organize multiple assignments and projects for self and others; exercise sound judgement and 
appropriately refer issues to managers; coordinate work and functions with other offices, programs or sections; ensure 
compliance with established policies and procedures; facilitate attainment of established goals and objectives; identify, 
gather and evaluate information from a variety of sources; formulate logical conclusions and develop effective courses 
of action and/or recommendations; use computer applications, including e-mail, word processing, spreadsheets, 
databases and the internet to prepare correspondence, reports and other documentation, extract and process information 
and create and maintain records; prepare clear, accurate and well-organized reports, memos, and correspondence; 
speak clearly and concisely in order to effectively express ideas and communicate work-related information to a 
variety of individuals and groups; listen, ask appropriate questions and effectively elicit information; establish and 
maintain effective working relationships with staff, officials and the general public. 

Education and Experience Guidelines : 

1. Possession of a baccalaureate degree from an accredited college or university with major coursework in public or 

business administration, accounting, finance, economics, social sciences, education or related fields, or other subject 

areas closely related to a specific departmental program or function; AND 

2a. Three years experience performing professional-level management and/or administrative duties in functional areas 

such as: program/office/operations management, budget development and/or administration, development and 

administration of contractual agreements and/or grants, or other closely related functional areas; or 

2b. Two years experience in Class 1842 Management Assistant or Class 1822 Administrative Analyst. 

Substitution : Applicants who possess an associate degree, or who have completed a minimum of 60 semester/90 
quarter units, from an accredited college or university may substitute additional qualifying experience as described in 
#2a above for up to two years of the required education. The completed college course work must include at least 18 
semester/27 quarter units in college-level academic areas related to the essential functions of Class 1844, including 
composition, mathematics, and critical thinking. One year (2000 hours) of additional qualifying experience will be 
considered equivalent to 30 semester units/45 quarter units. 

Effective Date : January 4, 1962 

Amended : October 29, 1999; December 13, 2002 

Reason for Amendment : To accurately reflect the current tasks, knowledge, skills and abilities defined in the most 
recent job analysis conducted for this class. 

DOCUMENTS DEPT. 
DEC 2 3 2002 



' . *%y